The Employee Lifecycle Management Formula - HTM2DP

HTM2DP is a modernized method of employee lifecycle management designed to optimize not only employee performance but also long-term organizational success.

1. Hire: People are assets, choose your investments wisely

• Focus: Intelligence, character and potential are more important than pedigree. Cultural fit and alignment with organizational values.
• Goal: Select individuals who not only have the right skills but also align with the company’s culture and mission.
• Action: Ensure the hiring process includes both simulation based skill assessment and cultural/values alignment testing.
• Outcome: Reduced turnover, better long-term fit, and improved employee engagement from the start.

2. Train: High performance is not automatic, it takes training and practice.

• Focus: Ongoing, integrated training that goes beyond just job-specific skills. Managers train the workforce.
• Goal: Empower employees with knowledge of company culture, soft skills, leadership development, and cross-train.
• Action: Make training a continuous journey, embedded into the employee experience from day one.
• Outcome: A workforce that is continuously developing, adaptable, and aligned with company goals.

3. Motivate: People can be motivated by quality leadership with a clear mission.

• Focus: Develop intrinsic motivation, with emphasis on purpose, autonomy, and leaders as models.
• Goal: Build an environment where employees feel inspired, valued, and empowered to do their best work.
• Action: Leadership must set the tone and the standard, leading by example from the front, to foster motivation through modeling
• Outcome: Higher engagement and productivity, with employees taking ownership of their work.

4. Maintain: Normalize high performance

• Focus: Consistent engagement, performance, and well-being of employees.
• Goal: Keep employees challenged, satisfied, and productive over time by providing ongoing support and routine check-ins/counseling.
• Action: Use data, metrics, role-swapping, and regular feedback loops to address potential disengagement and prevent burnout.
• Outcome: A stable, engaged workforce with high morale and lower turnover.

5. Develop: Build champions

• Focus: Career progression and skill enhancement, not just training.
• Goal: Provide clear career pathways, with opportunities for skill growth, leadership development, and lateral moves.
• Action: Create a culture of mentorship and career coaching, ensuring that employees have the support and resources they need to reach their goals.
• Outcome: Retention of high performers, with employees growing within the company and taking on more meaningful responsibilities.

6. Promote: Rewards count

• Focus: Meaningful promotion opportunities, beyond simply filling roles.
• Goal: Create pathways for employees to take on greater responsibilities and leadership roles.
• Action: Promote from within to foster loyalty, build organizational knowledge, and give employees a clear vision for their long-term growth.
• Outcome: A strong internal talent pipeline, improved loyalty, and a culture of internal mobility and career progression.

HTM2DP in Summary:

HTM2DP is a people-first approach to talent management that is designed to attract, develop, and retain top talent while aligning individual and organizational goals. It’s about building strong, motivated teams from the ground up, ensuring employees have the tools and opportunities they need to succeed, and promoting a culture of growth, engagement, and internal advancement.

The model emphasizes continuous development, meaningful motivation, and a focus on culture and values—creating a workplace where employees not only excel but are deeply invested in the company’s success. It’s an ongoing, dynamic process that requires leadership, feedback, and adaptability from both employees and managers alike.