When the leader has an effective people infrastructure :

  • Employee engagement is high,
  • People are working on developing themselves, their skills and their teams,
  • People metrics are the first metrics to be discussed in leadership meetings.
  • Employees are making bottom-up tweaks to improve the people environment,
  • People are motivated by the work, not the status,
  • Every employee finds purpose in their work that is meaningful to them,
  • People are able to give and receive useful feedback skillfully,
  • People follow through on their commitments to one another, take accountability when they miss them and appropriately reset the commitment,
  • When something goes wrong, everyone is able to identify how they could have done better, and actually does better next time,
  • People getting poached by bigger and better companies,
  • You can embrace someone leaving for the contribution they have made and their journey going forward, rather than the fear of filling the hole,
  • Filling a newly opened position is easy because there are already 3 people being worked on,
  • Motivation is intrinsic, not based solely on financial rewards,
  • Growth is intentional and planned,
  • People and strive to meet whatever “performance” looks like at your company,
  • I could ask anyone in your company how their work connects to the mission and they’d be able to answer,
  • Every position filled is with someone better than the last person who left.