Welcome to the beginning of the year 2020. Many say it is the beginning of a new decade? Is it or is it actually the end of a decade. 2021 is the beginning of a new decade or is it not. 2020 is only the beginning of a decade if 0AD was a year and since it was not a year, we are at the end of a decade, not the beginning of one. Respond with a superior argument only if you are a mathematician.
The world decides there are some dates that are important but you have to find what is important for you. So, for example 1999 is important for me only because it was the year my mother died. Why is the end of a decade important or not? Food for thought.
Having said that, the beginning of a new year always comes with many people trying to become better versions of themselves. Usually this lasts just a few days into the New Year. However, some people manage to actually change their lives. Those who succeed don’t just wish it, they deliberate on it, set smart goals that can be tracked and research how best to put structures in place that will ensure the achievement those goals.
Many organisations wish to change somethings but don’t have any idea where to start the change from. I just want to share a change management matrix that can work for many organisations. I did not come up with this and I am not claiming credit for it but I have used it often and it has always worked. Unfortunately, I can’t remember who came up with it. This matrix is very basic and has no doubt been replaced with more sophisticated ones but from a people perspective it still works
The three things to focus on are your strategy, systems and people. At an organisational level, process level and people and job level. On all these levels you have to determine the goal, the structure and the management (measurement).
All this sounds great but may be meaningless for some people. Your strategy is the plan you are going to put in place to achieve your goal. The system is how you plan to achieve the goal, that is, the process you are going to use and the people are the different types of people you will use to achieve the goals.
All the above has to be based on the goals, the structure that you put in place to enable the process and the measurement of the efficacy of the whole thing in achieving the organisational goals.
Let us consider the people aspect of this change management matrix. The first thing that has to be sorted out is the organisational goals. Many people just pull these goals out of thin air. The goals can be as a result of the results l management and planning tools. The goals could be based on five year projections from before or could dovetail from various budgets external to the organisation.
However, the goals are set, having ensured they are smart goals; you then put a structure that will help the achievement of the organisational goals. This structure will also have goals the achievement of which will result in the achievement of the organisational goals.
There must then be a system that will measure both the percentage completion of the goals as achievement is in process and the efficacy of the structure.
Back to the people issues. The people needed that will enable the organisation achieve her goals must be clearly enumerated. The people, the goals of the jobs they will do, the structure of the jobs and how these people and jobs will be managed (that is measured ) have to be clearly stated.
To achieve each process goal, the people must be identified. What type of people do you need? This is in terms of skills, qualification, behaviour, attitude and experience levels. So, this translates into a definition of the type of people you need. What behaviour will support the strategy, both process and organisational and even people? Which job should be employed into or who should be re-deployed or disengaged?
As an organization you must define what culture will deliver the right environment for the achievement of both the process and organisational goals? What target of performance must each person or team achieve?
The people structure, (remember this is what you put in place to ensure the organization gets the goals she has set for the people and ultimately the organisation) must include Job descriptions, job evaluations, reward structures, performance standards, performance measurements, team dynamics and team development plans, employee satisfaction surveys, training and development plans.
There are a few things that need to be in place for your people to not only deliver the goals but also to be happy doing their jobs. Clearly a staff audit and job evaluation are necessary here. These days’ compensation surveys are not a big thing but they are actually still very relevant. In order to know who to benchmark with, you must be careful not to only benchmark within your industry but also within jobs that your people can be poached to do regardless of industry knowledge.
The organisation recruitment strategy must be overhauled. For example, do you have pipeline recruitment or your critical roles can hold you to ransom? As said before Job specification, description and outcomes are critical success factors even though these days the jobs change extremely quickly due to technology and the increasing sophistication of the consumers.
Performance management must be in place because as we say, what you cannot measure you definitely cannot manage. This management should include appraisals (360 degree where possible). Leadership and Management Assessments. Back in the day, there was a great one called MAP (Managerial Assessment of Proficiency)…. Or such like.
Finally career management from recruitment to outplacement services where possible.
Define the type and role of employees to enable the organization achieve her goals, select them carefully, orientate them deliberately, evaluate objectively, reward them adequately, manage and develop them at all costs.
Welcome to 2020, whether or not it is the beginning or end of a decade will only be relevant if the year contains any relevance for you. The truth is that the years to a large extent turn out to be what you make of them. What is your plan?
LAMIDE BALOGUN
