People Strategy

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When you make it clear, what your values and goals are. When you establish a culture focused on people and when you create a work environment where everyone wants to be, finding, retaining and developing the right people will come naturally. Love that!

What IS people strategy?

In a nutshell – a people strategy is an outline of the approach an organisation takes to and with its employees. For example the business’ attitude to diversity – a diverse workforce brings huge benefits to your business – different perspectives which can be key to attracting a diverse client base.

There are many components. Each is dependent on and interlinked to one another, but your focus needs to be on putting your people first. When people feel valued and trusted they:

• Are more engaged

• Have higher morale

• Perform better

• Strive to do their best to help their organisation succeed

They’ll also be advocates for your organisation. This is incredibly valuable in attracting and retaining top talent.

Liaise can help you to develop a people strategy that’s fully aligned to your core business values, mission and future plans.

How to develop your people strategy

Firstly, you need to be able to articulate what you are, what you want to be and what your goals are for your organisation.  These dictate

• The type of people you want to attract

• The skills, attitudes and behaviours those people will need

• The values those people will prioritise

Once these have been established it’s a case of mapping out the people you currently have, and who you still need – workforce planning. Then you focus on recruiting talent, employee engagement and retention, followed by training and development.

A leader… is like a shepherd. He stays behind the flock, letting the most nimble go out ahead, whereupon the others follow, not realising that all along they are being directed from behind.

Nelson Mandela


How do you recruit the right people?

The people with the skills, attitudes, behaviours that you need as well as values that are aligned to those of the business.

Here’s a tip – focus on the fit and it is important that you are inclusive and diverse; diversity is powerful, it provides insight from many perspectives. So yes, they need to feel aligned to values Skills can be taught – attitudes take a lot more.

We work with you to develop the people profiles that meet your needs and can help you to develop the skills of your existing workforce, giving them the opportunities for promotion and will start to build a pool of talent.

Whilst we aren’t recruiters, we do work closely with trusted recruiters to help you to find the talent to fill any gaps in your current teams.


Once you’ve attracted the talent, you need to ensure you hang on to them – that they are engaged, invested in your organisation and will act as advocates for your business.

Retention can be increased by ensuring your teams are engaged, developed, valued and rewarded appropriately – all of these can be addressed within your people strategy.

“Train people well enough so they can leave, treat them well enough so that they don’t want to.”
Richard Branson


If you ensure that your people receive regular training and development and are encouraged and supported within their career development, you’ll inspire loyalty and trust.

Change Management

It’s common to review your people strategy before or after a period of change. It’s definitely advisable to!

Take for example the global pandemic of 2020/21 – organisations have experienced massive and extended periods of change. Some of these at polar ends of the scale such as:

• More facilitation of working from home

• Increased demand and reliance on flexible working

• Redundancies

• Accelerated growth

• Pivoting of business models/services

• Increased challenges around employee mental health issues

How does a manager manage and keep  a team engaged that  they never see in person? How does a team that’s been subject to multiple redundancies continue to deliver a consistent service with half the people? How does a newly promoted leader ‘learn’ to lead when they’ve been thrown in at the deep end? It should be possible to answer questions like these by turning to a people strategy for guidance.

Change is a constant part of life, planning, being adaptable and effective communication are key to gaining buy in from your people and encouraging them to embrace change rather than resist it.

We collaborate with you to identify what is currently working well, and what isn’t. We then look ahead at how to effectively build and develop your teams, empower your people and create a people strategy to help you achieve your business goals.

Focus on your people, put plans in place, strengthen and build your organisation.

If you’d like support or guidance on your people strategy to help you attract, retain and develop the right people, then contact us today to get started.