The 7 Wins for Organisational Growth Success

We’re all gunning for organisational growth. Not just to be successful and enjoy the benefits, but to stay relevant and keep up with our competitors. it can be too easy to focus on the numbers, the products or logistics without giving sufficient attention to those who we rely on to achieve the growth – the people.
When organic growth occurs, leaders can miss the need to update organisational systems and structures that support a more productive and larger organisation. Without mapping out the most appropriate structure, systems and aspirational culture, the capability and performance of employees are negatively impacted, resulting in high attrition, significant legal fees incurred through grievance, disciplinary and dismissal, low productivity and morale plus high stress and sickness.
I’ve identified the six wins of organisational growth and development that should be implemented if long term growth is to be achieved.
Win 1. organisational structure: As employees grow so will the organisational structure need to be adapted. It will be important to take time assessing current structures to identify if they’re elastic enough to support growth and new initiatives. You might have operated a hierarchical structure previously for example with key decisions being made by a few select individuals, but going forward is this the best structure to achieve sustainable growth? Take time thinking about who will be making the decisions, where and how resources will be allocated. As the organisation grows so reviewing and adapting the structure will be paramount to success!
Win 2. Identify the aspirational culture – identifying what the personality of the organisation is now, and what you want it to be once it grows is essential. People join a company because of the experience they’re going to have. Being able to map out “how we do things around here” and how values are exhibited will help set a benchmark for leadership and management behaviours, help manage employee expectations and manage performance!
Win 3. Improve & align leadership and management capabilities. identify who your leadership team are, what roles they play and what leadership style you want to collectively use in the organisation. Having a consistent approach is important for setting the culture and setting expectations. Importantly, if you’re promoting people into management positions, they will need the skills required to manage their team. Providing training for all managers will again ensure a collective approach is taken, employees know what is expected of them and managers can confidently make decisions, resolve issues and develop their people and performance.
Win 4. Get recruitment right. Take time to understand what skills are needed to grow the organisation. can you develop current employees or do you need to recruit? Ensure a robust recruitment process is mapped out and implemented; train the interviewers and be bold enough to repeat the process if you don’t get the right person. It is far worse (and costly) having the wrong person in post than waiting to get MR/Mrs right.
Win 5. Giving feedback and recognition. Without gaining feedback your employees can only make assumptions on whether they’re meeting organisational objectives and demonstrating behavioural expectations. Provide your managers with the skills they need to give non-judgemental and sometimes difficult feedback and build in systems on when and how your people gain reward and recognition. Clear and situational based feedback allows people to learn and develop their approach next time – setting the foundation for high performance and productivity.
Win 6. Build team understanding. Teams can only be high performing if they understand how their role contributes to the team and the wider organisation. They need to understand what their team mates are doing and how it all fits together to deliver objectives. Most importantly, they need to gain insight into the personality and communication style of themselves and their colleagues so they can adapt their communication approach and build rapport, generating strong and trusting working relationships.
Win 7. Align opportunities with employee career plans. Getting to know your employees and understanding what they’re aspiring to achieve in their career will ensure you’re able to introduce opportunities that will help stretch their skills and experience. Not only does this benefit the individual, it benefits you because motivation, commitment and company loyalty will be sustained, ensuring talent remains with you and not leaked to the competition.
It’s not an event growing an organisation, it’s a journey. You’ll find yourself going through the cycle of growth on an ongoing basis. The more you can communicate with and engage your employees in the cycle, the greater the chance of success.

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