The People Operating Model
The best way of working for future proof companies
Core strategy
From functional to future-ready. Set the direction, align the team and achieve.
North Star
Clarify direction. Align the team. Drive execution.
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Find your why and define a bold, inspiring vision for your business;
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Articulate a clear, purpose-driven mission;
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Set focused, actionable strategic objectives;
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Align leadership and teams around a shared direction;
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Turn purpose into performance across the organisation;
Leadership
Define your leadership stance. Lead growth
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Define what being a leader in your company means;
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Create leadership systems that scale with the company;
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Assess skills matrix and support your leaders with the gaps;
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Turn leaders in culture and performance drivers;
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Multiply yourself;
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Align your leaders to the vision and make them a real team;
People Strategy
Deliver Business strategy through People
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Build and plug your people strategy into the core of the business;
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De-clutter from processes and policies and design your people strategy with real impact on business;
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Build scalable systems for org design, talent planning, and capability building, people decisions;
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Build and infuse a high-performing culture in everything business related;
Performance Culture
Performance is not productivity. It's doing more, easier, with less - a growth compounded effect. When it's there, business growth is inevitable. We turn culture into performance infrastructure.
System
Set the base. Build the system that enables performance
Values
Not the buzzwords. Real behaviours, as tangible as the results they're driving.
Habits
Build momentum and sustain it. Habits that run in the background effortlessly
Relationship Journey
It's not about policies and procedures. It's about the Relationship - how every part contributes and benefits off the system.
Talent match
You can't afford to recruit. You need to match the right talent to your goals
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Build an engaging candidate experience that delivers the best match
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Make sense of the recruitment stages - know how to tackle each interview to get the best results
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Get interview guides and scorecards for every stage
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Train your leaders to represent you
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Conduct cultural interviews that make successful matches
Setup for success
More than onboarding.
Engagement
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Support your new managers or promoted people through the right shift
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Perform cultural onboarding beyond coffee machines instructions - the one that plugs the person to the core vision
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First 90 days experience touchpoints that predict and build success
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Design Conversation Zero to build the right engagement relationship beyond a transactional contract
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Align
Set what matters Results beyond JDs
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Set your goals the right way for your stage and connect your people to them;
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Design the OKRs framework that actually works for your business goals and focus on what matters;
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Put in place your routines, check-ins, measurement systems;
Perform
Measure what matters
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Set up a simple, agile and effective Performance model - cycles, routines, benchmarks, decision frameworks;
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Get a snippet of your team's performance at any time through 9 boxes;
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Embed culture in performance in the best and easiest way;
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Calibrate your performance lenses, raise the bar and get consistency and coherence through calibrations;
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Manage easily post-calibration actions - develop, improve, make people decisions in a structured and informed way
Grow
Move your talent further Grow beyond passive assessment
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Support your (new) leaders in growing and engaging the teams to get outstanding results;
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Give feedback that actually drives performance and growth;
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Manage difficult conversations to get engagement, not conflict;
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Design succession planning based on the right inputs;
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Set your promoted people up for success and align them effectively to the new role and mindset;
Reward
Pay for Performance
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Build your pay strategy beyond salary brackets and subjective ad-hoc decisions;
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Communicate transparently the pay strategy to set expectations and predictability;
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Manage bonuses and salary increases tied to your business plan and pay for what matters;
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Build irresistible offers;
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Reward and recognition touchpoints that drive engagement;
Retire
End it when it matters.
Do it right.
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Set timelines, expectations improvement plans, follow through;
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Do your part, build transparent and predictable framework to help people improve;
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Squeeze out real value through exit interviews that feed you with the right insights;
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Design an engaging value based off-boarding strategy;
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Build alumni networks;
Talent Brand
Talk about what matters
Talent speaks louder
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Design an easy to follow comms plan to open the door to transparency;
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Create Ambassadors programs that differentiate you through authenticity;
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Set your tone of voice and uniqueness to speak only to those who matter to you;
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Define your Employee Value Proposition;
