Introduction
I had a Boss who always used to spend 99% of time with a particular team member who used to be his biggest firefighter. Rest all in team used to feel like his Step son/daughter as they never got any attention from him.Then i got a boss who used to focus on policy and interactions with large part of employees who constituted crowd then he was blamed by firefighting employees or working on growth opportuntities that he was spending his focus on average employees and he didn’t have the right pulse of the people management. Ahhh! Who said bosses have all the fun and not the challenges in their lives?
Over time, i realised that different Bosses had different focus and it just occured at 4AM last week that this idea came to my mind which resulted in me framing this model called POSS which possibly gives a comprehensive approach to each boss. First step is that realization that it needs to focus equally on all kind of employees and the way i define the term “Kind of employees” are as follows:
Problem : These are employees who are working on big problems of companies. An organization can only exist if it resolves problems of todays to survive for tomorrow. These are highly valued “Problem solvers” or “Fire fighters” in any company.
Opportunity : These are employees working on big growth opportuntites for the company.
Stable : The typical 9AM-5PM adhering employee constituting bulk population in an enterprise. usually part of stable processes and projects for sake of this framework.
Shining : High performers getting recognitions, accolades and claps on their achievements.
The starting point for any leader or Boss in my view should be his consciousness that every employee has emotions and hence has need to get motivated so it has to be address appropriately with different kind of intervenions. Let’s touch some of the possible ways to address. There is no “One size fits all solutions” and if there was one, i would suggest that each manager should try to develop his own ways to address this. Who knows in future ChatGPT or BARD is managing the emotions also for employees also. Just kidding!!
Problem: The P of POSS
Understand the pressure points of employees fighting problems and accordingly evaluate the breakdown point so that back up can be arranged.
As stakes of firm are usually high in big problems, be sure if right person is selected to handle big problems else it will be highly counter productive.
Problem solving gives the best exposure to an employee so bosses should be trying new people also while selecting the person to handle it. If stakes are high, the seasoned firefighters can provide necessary shadow to eliminate risk. using same person for every problem solving to keep it safe is not a good strategy to build a good foundation for future.
Opportunity: The O of POSS
For an organization to thrive, it must provide ample growth opportunities for its employees. When employees feel there is room for advancement and skill enhancement, they become more engaged and committed. A people strategy can create growth opportunities through:
- Clear Career Paths: Define transparent career paths for employees, outlining the skills and experience required to move up the ladder.
- Mentorship Programs: Implement mentorship initiatives where experienced employees guide and support their less experienced counterparts.
- Challenging Projects: Assign challenging projects to employees, enabling them to showcase their talents and take on more significant responsibilities.
The “Good to Great” by Jim Collins unveils the insights on this topic beautifully. Jim says that ‘Put your best people on best opportunities and not on biggest problems.” This itself is a great tip for people deployment decisions.
Stable: The S of POSS
While high-performing employees often receive attention, it’s essential not to overlook the stable performers. These employees form the backbone of the organization and contribute consistently to its success. A people strategy can nurture stable performers by:
- Recognition and Appreciation: Recognize and appreciate the efforts of stable performers to boost their morale and motivation.
- Skill Enhancement: Offer opportunities for skill development to help stable performers elevate their performance further.
- Feedback and Support: Provide regular feedback and support to help them improve in areas where they might be facing challenges.
It is important to note that this group needs to be touched at both levels – group as well as individual !
- Addressing at a policy level is first step for this category. Employee friendly policies normally helps in improving retention for this group. Like work from home, flexi hours, crèche for kids etc
- Communication in various creative ways. There is a lot to learn from large BPO companies which have the best practices with most of them in this area.Examples are town hall, team outing, picnic, coffee with select employees also do their bit on motivation.
- Reward & Recognition (R&R) : Appreciation on performance parameters like extra miler award.A good performance management forms the basis of any robust R&R Program.
- Engagement exercises like family day, annual day etc
- Platform to nurture strengths – conducting grooming sessions like debating, hobby class so that each one feels value addition in the company by staying there.
- keep innovating the methods of engaging as every method has a shelf life and will loose its charm after some time.
- Know the sparks and move them to other categories if appropriate. Sometime, Bright ones remain hidden in the stable groups.
Shining: The S of POSS
High-performing employees are invaluable assets to any organization. Their dedication and achievements deserve recognition and celebration. A people strategy can celebrate shining employees by:
- Rewards and Incentives: Offer rewards and incentives as a token of appreciation for exceptional performance.
- Career Advancement: Provide growth opportunities and promotions to high performers to encourage them to excel further.
- Sharing Success Stories: Share success stories of shining employees to inspire others and foster a culture of excellence.
Points to keep in mind while applying POSS framework.
- No employee should be tagged in any one category for lifetime. You are not passing a judgement for any employee for his potentialby considering him in one category.
- This is not a performance management framework.This is a people management guidance framefork.
- Today’s stable could very well be tomorrow’s Opportunity star.
- This has to be executed as a subtle tool keeping in mind these principles and not as an advertised strategy as noone wants to be known as a member of large stable group as against the ones working on opportunity or problems.
- The concept can be extrapolated to non corporate set up like governence of country etc.
FAQs
1. How can I create a people strategy tailored to my organization’s needs?
Assess your organization’s current challenges, strengths, and goals. Consult with HR professionals and involve employees in the strategy development process.
2. What if some employees are resistant to change brought about by the strategy?
Implement change management practices to help employees adapt to the new strategy more effectively. Address their concerns and communicate the benefits of the changes.
3. Can a people strategy improve employee retention rates?
Yes, an effective people strategy that focuses on employee growth and well-being can significantly improve retention rates and reduce turnover.
Conclusion
A comprehensive people strategy, as embodied by the POSS framework, can be a game-changer for any organization. By addressing employee challenges, fostering growth opportunities, nurturing stable performers, and celebrating high achievers, businesses can create a thriving and harmonious work environment. Remember, investing in your employees is investing in the future success of your organization. So, Mr. BOSS, why wait? Embrace the POSS strategy and witness the transformative power it brings to your company’s performance and employee satisfaction.
Read More…. Kissinger proves age is just a number if you love your profession
POSS framework is very Effective for any organisation, it should be immediately implemet for everybody development.
POSS management strategy will be so effective for both employees and employers.It will make easily understand management how to groom employees to pass all levels of POSS system of brocolli.mc
So well covered and easily understandable to all.
POSS concept which is introduced by Gunjan Sir is a very informative and learning concept for Bosses or Corporate Leaders to assess the skills of their employees or team members as well as how to increase the growth of emplyees and organization. This concept will surely help the the employees also to keep growing continuously with the growth of their organization. Thank you Sir for sharing this with us. Being a member of Corporate group, I can really understand the importance of this concept and we are blessed that we have a mentor like you.
Sir you always come up with some extraordinary thoughts and concepts related to management or managaing the team…
Again you have introduced a wonderfull concept of POSS for all the leaders and Bosses who can very well handle their down the line team in a strategic way so that each employee can prove his/her worth as per his expertise..
Bosses should definetly know the area of excellence of their team and distribute assignment accordingly…
Thanks once again Sir for introducing POSS…
Very True Madam
Always wonder with these types of Management tips by you sir,
POSS will be very well define structure for all Leaders to gearup his strength.
Thank you so much for sharing this idea, sir. You always bring fresh ideas that help us operate more efficiently and produce outcomes that can be visualized. We can use this idea to our job as well, so once again, thank you, sir.
The POSS concept offers valuable insights for managers and team members. By identifying which group they belong to, they can better understand how to work together. Additionally, employees who see themselves as part of the STABLE category can find motivation in this categorization.
This blog is like a key to solutions of problems being faced by managers or even team members.
I have started using it in me day to day interaction with my team members and getting some eye opening results.
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Dear Sir, I carefully read and understood the model named POSS that you have prepared, you have shared different letters of the word POSS, understanding the detailed description of which needs to be implemented in life.
In all these, the explanation of O of POSS is very interesting. Employees of any level in any organization should be provided with adequate opportunities for development, and who is a low-level employee, should also be motivated to raise them in the organization, so that their progress and skills emerge in front of everyone. Come, because the low level employee has to face many difficulties to prove himself.
Adopt POSS,don’t be Pause.
The lessons need to be accept to all at current scenarios.Thank you sir for interesting lesson.
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