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.