PEOPLE PERFORMANCE PROGRAM
30 DAYS OF HR CONSULTANCY SUPPORT TO HARNESS THE SKILLS, INITATIVE AND ENTHUSIASM OF YOUR TEAM MEMBERS SO THAT, TOGETHER, YOU CAN ACHIEVE GREATER BUSINESS SUCCESS.
Once upon a time there was just you. Or maybe you and one other person you trusted.
But once upon a time your team was much smaller.
And appraisals seemed like an awkward and unnecessary tick-box exercise.
Holidays and shift patterns were easily managed with coloured pens and a wall chart.
And everyone worked off their own initiative because it was everyone’s job to do everything all the time - which is totally normal in a teeny tiny start-up company.
But the make-do, improvised people and performance management systems that got your business this far, are not sustainable, helpful or reliable, and it’s time for an upgrade.
It’s time for professional help, so your team can support your business success (not hinder it).
Stage 1 - PAPERWORK
Stage 1, when I start work with a new company, is for me to review your paperwork: What records you’re keeping and how, the contracts you use, where all these documents came from, are they still fit for purpose?
Stage 2 - FRAMEWORKS
How do you do things? When someone is off ill? Or returns to work? Or wants to book time off? Appraisals. Goal setting. The things that need to happen over and over. We build effective frameworks that reflect your business needs and priorities; empowering your people to perform better and be more self-sufficient.
Stage 3 - LEADERSHIP
If this is the first time you’ve led a team it can feel like trial and error. As if all you can do is guess the right response in any given moment, and hope it works out for the best. But for me, there are no firsts. I’ve provided HR consultancy to so many different businesses, in so many different industries that I can help you make informed choices no matter what situation arises. For the duration of our time working together, I will mentor you as you lead your people.
Important questions you have buzzing through your already overcrowded mind right now….
HOW MUCH WILL THIS COST?
It depends on the size of your company, the paperwork and processes you already have in place, whether you have any existing conflicts you need me to iron out first…. It depends on a few things. After our initial Get-To-Know-You call, I will pull together a proposal, which includes a price. You’re not obliged to accept it, so having that initial meeting with me is totally risk-free. For a company of 5-10 employees, expect to pay around £3,750. This can be split into three separate instalments.
ANY BUSINESS? ANY INDUSTRY? REALLY?
Yes. As long as it’s legal. As an HR manager for an investment firm, it was my job to parachute into the HR department of the many companies we had bought up (to turn around and sell on) so I have a wealth of experience across dozens of industries. The principles of people performance management are the same whether you’re selling ice-cream cones or software solutions. Regardless of the industry, people are people, and we all need to feel valued, respected and successful in whatever we do.
CAN WE WORK WITH YOU LONG-TERM?
Of course! Once I set up Your People Performance Programme we’ll take a look at your next 90-days, anticipate where I can be helpful to you, and agree on a plan.
CAN'T WE JUST MUDDLE THROUGH AS WE ARE NOW?
Sure you can. I won’t stop you. I will, however, ask you a few questions to help you make your decision:
1 - How do you feel about managing your team right now? Are you enjoying it? Is it satisfying? Do you feel like you’re maxing out the potential available to you?
2 - How does your team feel about the current system?
3 - If you have slick, effective, efficient people management systems and processes that enabled your team to perform well, what would that free you up to do? What could you, and your business achieve?
ONE LAST THING - you’ve seen that I offer Workplace Mediation and Crisis Management Services. I’m not going to tell you that’s where you’re headed because it wouldn’t be true. Plenty of businesses muddle through and the only cost to them is unrealised potential, lost time, and sleepless nights. But it is also true that often when I’m called in to help in a conflict or dispute, I can see it could’ve been prevented by better People Performance Management - which is why I am so enthusiastic about implementing this in small companies.