No organisation can function without its people, which is why it’s no surprise to see Staff as one of the seven components of McKinsey’s 7S Framework for organisational resilience.
Created in the 1970s by Thomas J Peters and Robert H Waterman, business consultants at global management consulting company McKinsey, the 7S Framework is designed to help companies with their organisation, management and strategic planning.
The framework consists of three “hard” elements: Strategy, Systems and Structure, and four “soft” elements: Style, Staff, Skills and Shared Values.
Importantly, none of these elements exist in a vacuum – they all relate to each other and should be considered together when introducing change or forward planning.
How is Staff defined within the Framework?
Within the 7S Framework, Staff represents the skills available to the organisation through its people. This includes how those who work for a company perform, what specialisms they have and whether there are any staffing or competency gaps that need filling for the organisation to thrive.
Also relevant to Staff are issues such as recruitment, salary, bonuses, holiday and other employment benefits, and discipline processes.
How does Staff relate to the other elements of the 7S Framework?
Staff relates to the other elements as follows:
Strategy – does the organisation have the right staff in place to deliver its strategic aims?
Structure – what is the hierarchy of staff within the company’s structure, are there any gaps in staffing that would affect this?
Systems – are there systems in place to support employees in their productivity?
Style – does management style provide motivation for its staff ?
Skills – what experience and ability do employees have and are there any gaps that need filling through recruitment or training?
Shared Values – does the organisation’s people share the values of its internal culture?
Establishing effective Staff
Looking at your organisation, do you have all the right staff in place to deliver your goals? If not, where are the gaps and how can you fill them? It’s useful to carry out a regular audit to see if you need to recruit new people, promote staff members, move them to different departments or offer them training to progress.
The effective staffing of your company also involves retaining good people. This can be done through rewards such as promotions, salary increases, bonuses and benefits such as holiday, but also by making staff feel appreciated, giving credit where it’s due and making them feel that their input is valued and that they have a stake in the success of the organisation.
Effective people management is essential for an organisation to thrive. Every member of staff is an individual, so while some issues around Staff are organisational, such as filling skills gaps through recruitment, it’s helpful to remember that one size does not fit all when it comes to helping staff perform at their best.