Regardless of the size of your credit union, chances are you’ve done some 2013 strategic planning. Having a “plan” denotes organization and direction, while having a “strategic plan” conveys vision and leadership. But like most good things, it does come with a wrinkle.
Before discussing that wrinkle, let’s consider a question. Can you name the top five strategic objectives of your credit union? Don’t feel bad if you can’t. Only 24 percent of respondents we surveyed said that their company does a good job sharing this information. And in the SHRM/BSCol research study “Aligning HR with Organization Strategy,” 95 percent of a typical workforce didn’t understand its organization’s strategy.
Based on research it’s clear that most employees don’t know what the plan is. They want to, though. Eighty-seven percent of employees in our survey stated this information would help them better understand and accomplish their objectives. So, how do you ensure that employees are not only familiar with the plan, but actually get it and utilize it as a tool to guide their performance?
Here are some simple steps and basic principles on how to tie your credit union’s strategy to individual performance planning – steps that HRN Performance Solutions’ consultants can assist your credit union with.
If you would like some guidance, give our HR Performance Solutions consultants a call at (800) 940-7522. Or click here to learn more about their services. We’re happy to help.