Our people are our most valuable commodity. Central to the success of any organisation – whatever their size or sector – is the right blend of talent, motivation and leadership.
And for this reason, investing in your people is not only the right thing to do, it’s proven to be essential in delivering sustainable results, especially in a crisis. Organisations that lead, support and develop their workforce effectively are 17% more productive and 21% more profitable. Employers who get this wrong not only suffer the performance consequences but also see a detrimental impact on the wellbeing of their employees.
That’s why our purpose at Investors in People is to Make work better. Central to achieving this goal is our We invest in people accreditation which has been developed and refined over nearly 30 years to help companies, leaders and employees work together to create better, more productive workplaces.
We have accredited more than 50,000 organisations and our We invest in people accreditation is recognised in 66 countries around the world, making it the global benchmark when it comes to people management.
We start by assessing how well your organisation is doing against the framework and we can start advising you on how you can improve over time. Our model measures how well you’re doing at leading and supporting your people, compared to other companies in your industry, or of your size.
Since 1991 we’ve worked with a huge range of big and small organisations from Public Sectors, SMEs, Charities, PLCs and anything in between. So we know we speak your language and can offer the specific kind of support and guidance your organisation needs.
1. Leading and inspiring people. Leaders are trusted members of the company. They clearly communicate the company’s objectives and motivate and inspire people to work towards them.
2. Living the organisations’ values and behaviours. Everyone, at every level works with the company’s values in mind all the time. And they have the courage and support to challenge anyone who isn’t doing the same.
3. Empowering and involving people. There’s a culture of trust and responsibility in the company. Each person feels ownership over their role, and empowered to make decisions.
4. Managing Performance. Leaders and people alike set the right objectives, track their progress and act on other people’s feedback.
5. Rewarding and recognising high performance. The company rewards people when they do well. People feel motivated to always do their best work.
6. Structuring work. Each role is designed in a way that works towards the company’s objectives, is rewarding and encourages collaboration.
7. Building capability. Leaders develop their people and make sure they’re given everything they need to thrive at work. And the company hires the right people, at the right time, for the right roles.
8. Delivering continuous improvement. The company is always looking for ways to improve. Leaders will look beyond their industry for inspiration, and any new approaches they find are welcomed by a culture that encourages innovation.
9. Creating sustainable success. Leaders are aware of how the world around their company is changing over time, and are making the right internal changes to not just keep up, but stay ahead.
We use our framework to assess how well you’re supporting your people at work, including leading, supporting and improving.
We’ve been developing our approach and this framework for nearly 30 years.
An assessment might sound daunting, but it isn’t. It’s a chance for our practitioner to get to know your company, your leaders and your people.
We’ll survey your people for their feedback. We’ll also talk to them as well as the people responsible for the strategy.
At the end of the assessment, we’ll take all of our findings and turn them into a report which sums up and provides recommendations to help you improve.
You’ll also find out what level you’ve achieved: Standard, Silver, Gold or Platinum.
Becoming accredited is an achievement to celebrate! But it’s not the end of the journey. Your accreditation lasts for three years, and we’ll help you create an action plan for what changes your company is going to make over that time. Your practitioner will check in with you at 12 and 24 months to see how you’re getting on.