HTM2DP is different from traditional methods because it integrates every stage of the employee lifecycle, focuses on continuous growth and employee motivation, and recognizes that a successful employee journey requires more than just a series of transactional milestones. By creating an environment of ongoing development, intrinsic motivation, cultural alignment, and strong leadership, it fosters higher engagement, retention, and productivity, while also ensuring that employees are truly committed to the long-term success of the organization. The HTM2DP Methodology represents a forward-thinking, dynamic approach to managing the employee lifecycle. Unlike traditional models that often treat the employee journey as a linear progression, HTM2DP acknowledges the need for a more flexible, integrated, and continuous approach that ensures employees are not only effective in their roles but also engaged in those roles, grow to become more useful, and align themselves with organizational goals. Here's a breakdown of the methodology and summary of why each component matters with key takeaways:
1. Hire: Beyond Skills – The Cultural Fit
The first step in HTM2DP focuses on recruiting individuals who align with the organization’s values, culture, and long-term vision. This goes beyond just matching skills with job descriptions. The right cultural fit can reduce turnover and help ensure that new hires are motivated, engaged, and more likely to stay for the long haul. This step includes assessing candidates' behaviors, mindsets, and adaptability in addition to technical qualifications.
Key Takeaways:
- Emphasizes hiring for cultural alignment.
- Use of behavioral interviews and situational tests to assess compatibility.
- Reduced turnover through better fit and shared values.
2. Train: Continuous Learning
Training in HTM2DP is viewed as an ongoing, integrated process, not a one-time event. This approach supports employees in becoming proficient in their roles from day one and continues to build their skills throughout their careers. Training programs should incorporate not just job-specific knowledge, but also cultural orientation, leadership training, and soft skills development. It’s about laying a real foundation for success, and managers should be actively involved in training efforts to guide and reinforce the organization’s core values.
Key Takeaways:
- Ongoing training throughout the employee lifecycle.
- Includes soft skills, leadership, and cultural training.
- Management actively trains the workforce and participates in its development.
3. Motivate: Intrinsic and Extrinsic Drivers
Motivation goes way beyond salary increases and perks. HTM2DP stresses the importance of creating an environment where employees feel a sense of purpose, autonomy, and recognition. It’s about fostering intrinsic motivation and aligning employees' personal goals with the organization’s mission in a symbiotic way. Leaders and managers need to lead by example, creating an environment that encourages employees to bring their best selves to work.
Key Takeaways:
- Focus on intrinsic motivation (purpose, drive, autonomy, mastery).
- Earned respect, recognition, feedback loops, and personal development.
- Leaders as role models, setting the standard.
4. Maintain: Engagement and Well-being
Employee engagement isn’t a one-off task; it requires continuous attention. The "Maintain" phase of HTM2DP ensures employees remain satisfied, challenged, and productive over the duration. This phase includes regular check-ins to complete feedback loops and counsel employees, regular performance reviews, and creating mechanisms for ongoing communication up and down the management chain. It's also crucial to monitor employee well-being to prevent burnout and disengagement, ensuring employees are supported and remain on track. Continuous levels of performance are much more beneficial than performance spikes for both the employee and the business.
Key Takeaways:
- Regular check-ins, feedback loops, and performance reviews.
- Address disengagement or burnout proactively.
- Use communication, data and metrics to assess employee satisfaction and job performance.
5. Develop: Career Growth and Skill Diversification
Development under HTM2DP is about offering clear pathways for career advancement while also diversifying employees' skills and experiences. Employees should be encouraged to take on lateral roles or cross-functional experiences, not just promotions. This keeps employees engaged and helps them continue to learn and grow, even when upward mobility might be limited. It's also about fostering mentorship and having leadership actively invest in employees’ personal and professional development.
Key Takeaways:
- Emphasis on both lateral and upward career development.
- Regular opportunities for skill diversification and mentorship.
- Clear career paths and support for growth.
- Multi-role capability in employees ensures better mission coverage, reduces burn-out and turnover.
6. Promote: Cultivating Leadership and Loyalty
Promotion in HTM2DP isn’t just about filling higher roles, it's about creating opportunities for employees to take on greater responsibilities and develop their leadership potential. Promoting from within reinforces loyalty and demonstrates that the organization invests in its people. This phase should be driven by a mindset that promotable employees are ready to grow and have proven they can contribute more meaningfully. Tenure is not always grounds for promotion.
Key Takeaways:
- Promote from within to build loyalty and leadership.
- Focus on growing leadership potential and responsibility.
- Create opportunities for employees to contribute in new ways.
Why HTM2DP Works:
HTM2DP works because it recognizes that employee engagement and performance are not static; they require ongoing attention and adjustment. This methodology emphasizes:
- "Employee-centricity": It’s not just about moving employees through stages, but about actively ensuring each stage is valuable, relevant, and responsive to the needs of the employee and the business.
- Manager involvement: Managers aren’t just gatekeepers; they are active participants in training, motivation, and development, setting the example for their teams.
- Continuous improvement: From hiring to promotion, every stage is dynamic, and each stage feeds into the next. This creates a holistic approach that continuously improves both employee experiences and organizational outcomes.
By focusing on the whole employee journey rather than individual milestones, HTM2DP creates a culture of sustained growth, engagement, and alignment with company goals.
Purchase your copy of the HTM2DP Job Aid today!
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PNG-HTM2DP
A printable job aid that explains the HTM2DP Management Formula across 3 placards.
This printable job aid will:
- Illustrate in a simplistic manner the proper personnel management sequence.
- Explain each portion of the sequence in easy to understand terms.
- Provide an easy to understand quick reference to people managers who need to focus on what is important.
- Explain the "why" behind each stage in the people process.
