Many organizations have all kinds of good intentions when it comes to developing and managing the growth of their people. They talk and plan and argue about how best to get the most out of their people. But somehow they never seem to get around to taking any definitive action. Real life always seems to intervene.
I’ve found that one of the best ways to force the issue, and to get organizations to actually do something to help their people, is to get them into the habit of an annual “People Audit”. Just like the financial audit or the budgeting process that they already go through every year, a People Audit helps focus the organization on the details that matter. In this case, the focus is on the people and positions they have, and how best to use and grow them.
The first thing that people tell me when I offer this advice is: “We need another HR process like we need a hole in the head.” But they are missing the point, their people are (as the old cliche says) their most important asset. If you aren’t willing to spend the few hours a year working to develop your organization, then you shouldn’t be leading it.
And the process doesn’t have to be long, drawn-out, or painful. Many people actually have fun.
The attached How-To document outlines how to do good People Audits, and how to get the most out of them. Try it. You’ll like it. And your organization will be better for it.