Operational strategy is a company-wide strategic plan used to map out and strategically plan future-orientated goals in relation to all organizational departments from finance, human resources to sales and marketing.
Operational Strategy vision statement
4x Operational strategy Values
4x Operational strategy Focus Areas
12x Operational strategy Objectives
20x Operational strategy Projects
25x Operational strategy KPIs
Operational plans are usually devised from a top-down approach; the CEO initially would produce a plan and in order for the plan to be followed, employees at all levels of the organization chain would need to follow through with their respective tasks, projects, and goals,
This operational plan can help you to strategically manage your workforce. This template provides you with relevant information to manage and appropriately delegate goals and short-term targets to all your employees. Fulfilling all the goals you set will be essential in achieving your long-term big vision.
In order to initially devise and delegate goals and tasks for yourself and other individuals in your organization to carry out, you must first divide the goals you want to achieve into broader, more loosely defined areas. You can come up with these areas by thinking of your operational plan from a departmental perspective, else you can focus on narrower interdepartmental perspectives.
An example of focus areas for an Operational plan could be Marketing and Sales, Retail, Human Resources, and IT & Logistics.
In a similar way to the focus areas you devise, you can also accordingly devise how expansive you want your objectives to be. Your objectives should encompass some elements of SMART goals- however, the time and measurable component of them can easily be tracked on the side of the goal (view this link to find out how).
Objectives for the Human Resources focus area could be Achieve Organizational Wellbeing; Develop the recruitment process; Improve employee engagement and involvement.
Objectives aren’t the only component of your strategic plan that can be measured and tracked; you can also set various performance indicators that can also be measured and tracked alongside. The KPIs you set should generally relate to the Objective you set and by setting multiple KPIs you can ensure they all fit under and collectively cover the entire time frame for the objective.
For instance, some potential KPIs for the Objective of Achieving Organizational Well-being can be Double employee engagement opportunities and Reduce personal social media time. The entire Objective Duration can be 6 months, whereas each of these KPIs can only last around 3 months each.
It’s impossible to achieve your goals if you don’t have implementable actions set in place. Setting projects can help hold you accountable to actually take steps to achieve your objectives.
Examples of projects you can initiate to achieve organizational well-being can be conducting fortnightly performance reviews and initiating other employee benefits and perks, e.g. gym passes for all employees.
Besides holding yourself accountable through actionable indicators, you can also use the Cascade Dashboard and the widgets available to visually display your KPIs and goals. You can add widgets in the form of tables and charts (just to name a few) and appropriately track your KPI and progress on each widget created, as well as your projects.