“I knew exactly what to do. But, in a much more real sense, I had no idea what to do.” – Michael Scott
HR plays a critical role in driving company success. Yet, many HR leaders, especially in smaller organisations, find themselves grappling with a common frustration: not being heard by other leaders in the company. This challenge not only undermines the effectiveness of HR but also hinders the organisation’s ability to maximise its potential.
Here are 6 tips for HR leaders to gain recognition for the value they can add:
Speak the Language of Business:
Frame discussions in terms of revenue growth, cost savings, productivity improvements, and competitive advantage
Demonstrate a deep understanding of the company’s overarching goals, objectives, and bottom-line priorities. Instead of relying solely on HR jargon and terminology, translate HR initiatives and metrics into tangible business outcomes that resonate with other functional leaders. Frame discussions in terms of revenue growth, cost savings, productivity improvements, and competitive advantage to emphasise the strategic impact of HR decisions.
Align HR Strategies with Business Objectives:
Align HR strategies and initiatives closely with the company’s broader mission, vision, and goals. Take a proactive approach to identify key business challenges, talent gaps, and opportunities for business improvement. Develop HR initiatives that directly address these priorities and contribute to the achievement of strategic goals. It is vital to establish a clear link between HR efforts and company success.
Build Relationships and Establish Credibility:
Build meaningful relationships and establish credibility across the whole company. Proactively engage with leaders from different functional areas to understand their priorities, challenges, and perspectives. Seek opportunities to collaborate on cross-functional projects that showcase the value of HR contributions. Build trust, rapport, and mutual respect to position yourself as a strategic partner with the leadership team.
Communicate with Clarity and Impact:
Tailor your communication style and format to resonate with the audience and avoid HR jargon
Articulate your ideas, insights, and recommendations with the 3C’s: clarity, confidence, and conviction. Tailor your communication style and format to resonate with the audience and avoid HR jargon. Whether it’s through formal presentations, data-driven reports, or informal discussions, highlight the strategic relevance and business impact of HR initiatives. Use concrete examples, stories, and data to illustrate the value and ROI of the HR input.
Demonstrate Thought Leadership and Innovation:
Demonstrate thought leadership and innovation when addressing complex workforce challenges and trends. Stay abreast of emerging market challenges, industry trends, and technological advancements that have the potential to transform your workplace. Proactively identify opportunities to introduce innovative HR solutions and practices that drive employee engagement, retention, and performance. Position HR as a strategic partner in driving organisational agility, resilience, and competitiveness.
Seek Advocates and Champions:
Purposefully build relationships with influential stakeholders who can champion HR initiatives
Gain the support of allies within the company. Purposefully build relationships with influential stakeholders who can champion HR initiatives for their adoption at the leadership level. Identify executive sponsors who recognise the strategic value of HR and are willing to endorse and support HR’s agenda. Leverage their credibility and influence to amplify HR’s voice and agenda.
Gaining recognition and influence within the leadership team requires a multifaceted approach that demands strategic thinking, effective communication, relationship-building, and a relentless focus on aligning HR efforts with business objectives.