From assessing workforce data to identifying what employees value most, taking a strategic approach ensures your initiatives — whether focused on wellbeing, engagement, or rewards — are impactful and aligned with your goals. Here are the six steps we recommend taking to ensure you create and embed an effective People Strategy.
A well-defined vision and mission aren’t just statements — they are the driving force behind your School or Trust's success. Take a moment to review whether your current vision, mission, and values truly align with your goals. Do your stakeholders have a clear understanding of them? How well do they reflect the future you're working towards? Now is the time to refine these guiding principles to ensure they resonate at every level of your workforce.
Data isn’t just numbers — it’s insight. Conduct a thorough needs assessment that dives deep into both national trends and your own workforce data. Are there skill gaps? Leadership shortages? How could Ofsted findings and feedback shape your next steps? By incorporating staff surveys or focus groups, you not only identify gaps but also engage your team in building a strategy they feel connected to.
Once you've gathered insights, turn your findings into actionable goals. What are the key areas that will drive your people strategy forward? Consider the risks and clearly define how success will be measured and resourced. Prioritising these objectives gives you a clear roadmap and helps avoid potential setbacks.
Review your existing initiatives: Are they aligned with your strategy? Introduce new initiatives that push your goals forward. Every action plan should be a reflection of your broader vision, with practical steps that bring it to life. And don’t just plan — embed these initiatives deeply within your culture to ensure long-term success.
Successful strategies don’t end with planning — they begin with active implementation. Bring stakeholders into the conversation early to ensure buy-in across the board, especially with your leadership team. Assign dedicated resources and a team to monitor progress, ensuring a consistent approach. Regular feedback keeps the strategy alive — allowing you to make timely adjustments that reflect what’s working and what isn’t.
A people strategy isn’t static. It requires constant refinement and responsiveness to new challenges and opportunities. Commit to ongoing development through training and clear communication, and foster a culture of feedback to ensure your strategy evolves with your School or Trust's needs. Leveraging technology, like an HRIS, can provide powerful insights into your strategy’s effectiveness and inform your next steps.