The key to driving positive change from your listening programme is to take the insights from your employee surveys and turn them into an action plan.
Our philosophy to action planning is not to tell you what you should be doing via automated action plans, but to offer a coaching approach. We do this by raising questions for you to answer and providing you with frameworks to help you build out your action plans.
We feel there are real benefits to taking a coaching approach to action planning for the organisation, teams and individuals. Here are some of the key benefits:
Cohesion with your centralised HR strategy
Automated action planning sounds attractive, however often these plans do not link back into your HR strategy and can create a disjointed approach. Often leading to many tactical plans that differ from your strategy. By offering a coaching approach we probe and ask questions so you can create an action plan that is cohesive with your strategy.
History
Automated action plans do not take into account your history or any context on what has and hasn’t worked for you in the past. Often meaning they are generic and ineffective. Our coaching approach allows you to use your knowledge of your business to build effective action plans.
Increased ownership and accountability
By taking a coaching approach it encourages organisations, teams and individuals to take ownership of their goals and action plans. When people actively participate in the planning process, they are more likely to feel a sense of accountability for the outcomes.
Customised to your needs
A coaching approach recognises all organisations are different and have their unique strengths, weaknesses, and preferences. Our coaching approach allows organisations to create their bespoke action plans to align with their specific needs and goals which increases the likelihood of success.
Enhanced self-awareness
By using a coaching approach it often involves self-reflection. This process helps organisations to gain a deeper understanding of their strengths and areas for improvement. This self-awareness contributes to more effective and meaningful action plans.
Skills development
This approach can help organisations identify areas where they need to develop specific skills to achieve their goals. Action plans can then include targeted activities and learning opportunities to enhance those skills.
Continuous improvement
We’re also promoting a mindset of continuous improvement, allowing organisations to adapt their action plans based on their changing circumstances or new insights.
Improved communication and collaboration
The coaching approach we take can lead to improved communication and collaboration. The questions we pose can facilitate open and honest conversations which helps team members understand each other's perspectives and work together more effectively toward common goals.
Stress reduction
Clear and realistic action plans can help reduce stress by breaking down larger goals into manageable tasks. Our coaching approach assists organisations in setting realistic expectations, managing priorities, and maintaining a healthy work-life balance.
Resources
For more information on our action planning framework please click here.
Summary
In summary, our coaching approach to action planning promotes bespoke, reflective and goal-oriented strategies that lead to increased engagement, personal development and organisational success.