It is as this time of the year I find myself wondering what delights the new financial year will hold for Real People and what our customers are likely to need help to achieve in 2015/16.
Whether you are gearing up for organisational development, focusing on recruiting and retaining talent or preparing for organisational development what does 2015/16 have in store for you?
In the past few years many of the managers that we work with have continued to be under significant pressures to perform, and support staff to perform, in an uncertain operating environment. Although contract and funding/revenue uncertainty remains a concern for many of the organisations we work with, over the last 6 months or so we have definitely heard from some who can see light at the end of the tunnel.
Crucially some of these are creating their own light through diversifying or specialising their services or products, taking the opportunities created by alternative funding/revenue streams or simply building foundations, in what are now much smaller organisations, preparing for future growth as more flexible, diverse and agile organisations to reduce the impact of any further economic trouble.
The results of the 2014-15 Pay and HR Survey conducted by Real People and twentysix consulting certainly suggest that the forthcoming challenges for people managers, particularly across the housing and charity sector, are positive ones. Top challenges for 15/16 listed in the report are recruiting and retaining talent, building and developing line manager capability and organisational development.
It is interesting to consider this in the context of other information we have from our customers that have so far asked for help to:
· Positively and constructively resolve conflict and manage staff relationships
· Support, manage and develop the role of their Trustees
· Keep up with employment law changes
· Restructure to use the talent and skills that are already on board in a more effective way.
What I love about the work that I am personally involved in so far this year is the genuine focus on involving staff in the future of organisations beyond the traditional formal consultation process. Change is constant after all and those organisations who evolve constantly are going to be more sustainable - clearly this is better for staff and minimises the upset and fear of isolated change management projects that, just as everyone settles down, need to be revisited as the world around us changes again.
Encouraging staff to sign up to this approach and see the benefits is certainly one of the challenges that I am most looking forward to this coming year and I am excited to see the results in a year or so.
What are you looking forward to achieving with your staff and clients this year?