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People Power: Setting Your Business Up for Success in 2025

17 January 2025

People Power: Setting Your Business Up for Success in 2025

Your team is the engine that turns bold plans into action, sparks ideas into tangible results, and transforms challenges into opportunities. They’re not just your biggest investment – they’re your greatest asset. 

So why not make 2025 the year where every leader, manager, and team member contributes to growth, impact, and success?

By putting your focus on your people, you’re building a stronger business and you’re creating a culture where everyone thrives and wins. Let’s dive into the strategies to help you set the stage for an extraordinary year ahead!

Great Leadership Changes Everything 

Strong leaders bring clarity, purpose, and energy to an organisation. When leaders thrive, their teams follow. But when leadership falters, the effects ripple across the business, leading to disengagement, turnover, and a loss of momentum.

Think of leadership as the compass for your organisation. A skilled leader sets the direction, aligns the team with the company’s vision, and ensures everyone understands their role in achieving success. 

The good news? Leadership is a skill that can be nurtured and developed. By focusing on the right areas, you can equip your leaders to not only meet the challenges of 2025 but to exceed expectations and build a culture of success.

How to Develop Exceptional Leaders

Take stock with 360-degree feedback. Start by understanding where your leaders shine and where they can grow. Tools like 360-degree feedback provide honest insights from peers, team members, and supervisors, giving leaders the clarity they need to improve.

Communication and decision-making are at the heart of great leadership. Equip your leaders with the skills and tools they need to navigate tough conversations, coach their teams, and make thoughtful, impactful decisions.

The challenges of 2025 require modern leadership skills. Focus on areas like:

  • Leading hybrid and remote teams effectively.
  • Building a culture of empathy and well-being.

Clear Roles, Clear Goals

Imagine being asked to contribute to an important project but not knowing exactly what’s expected of you. Frustrating, right? Unfortunately, this scenario plays out all too often in workplaces where roles and responsibilities – at every level – are unclear.

Without clarity, leaders, managers, and employees alike can feel lost. Teams become inefficient, key decisions are delayed, and morale takes a hit. Leaders might not know where to focus their efforts, managers struggle to align their teams, and employees lose sight of their purpose. But everything changes when everyone – from the executive team to frontline employees – has well-defined roles. The entire organisation moves toward its goals with greater focus, accountability, and energy.

On the flip side, ambiguity doesn’t discriminate. It can lead to inefficiencies, overlapping responsibilities, and even conflicts across all levels of a business. Without a clear understanding of roles, leaders may micromanage, managers might step on each other’s toes, and employees could feel undervalued or frustrated. This confusion can quickly erode engagement and productivity. 

How to Bring Role Clarity to Your Organisation

Start with a role review. Assess current roles to ensure they align with organisational goals. Ask questions like:

  • Does each role contribute to the company’s objectives?
  • Are there overlaps or gaps in responsibilities?

Role clarity isn’t a top-down exercise. Engage employees in the process to define their responsibilities and set clear expectations. Collaboration not only ensures accuracy but also increases buy-in and ownership.

Use frameworks like OKRs (Objectives and Key Results) to give employees clear targets and a sense of purpose. This approach links individual contributions to broader organisational objectives, making it easier for everyone to stay aligned and measure success.

It’s Time to Rethink HR

When HR shifts from an operational focus to a strategic one, it helps create an organisation where people feel empowered, valued, and ready to perform at their best. HR should never be a checkbox exercise – it’s a way of working and living in an organisation that should be embedded in every process. It goes without saying, then, that managers, organisational leaders, and your HR department have critical parts to play. 

“Managers are the doers of HR. HR are the makers of HR.” – Maggie Mojapelo, co-founder of The Human Touch

Key priorities for strategic HR:

  • Find the right talent. Talent is everything; building a strong pipeline of skilled, motivated people is the first step. But this isn’t just about hiring quickly – it’s about hiring smart. Look for cultural fit, long-term potential, and a hunger to contribute.
  • Make work a place people want to be. Employees today care about more than pay – they want growth, purpose, and a sense of belonging. HR has a unique opportunity to build a culture that nurtures all of these things. 

Prioritise well-being initiatives, create mentorship programmes, and ensure every employee sees a path for their future within your company.

  • Let data lead the way. HR can now harness data to measure success and predict it. Analytics can help you spot trends before they become problems – like identifying employees at risk of burnout or forecasting skills your company will need in the future.

How The Human Touch Supports Your Success in 2025

Whether you’re grappling with role confusion, shifting to proactive HR, or upskilling your team, we are ready to equip you for 2025. Our new Training Calendar will launch soon to offer various relevant, hands-on courses for HR professionals hungry for success. 

You’ll gain access to proven frameworks, expert guidance directly from Maggie Mojapelo, and strategies to improve your HR function and align teams with business goals. With the Training Calendar’s courses, you’ll create a solid foundation for 2025.

Follow us on LinkedIn or subscribe to our newsletter, and you’ll be among the first to know when we launch the Training Calendar.