Create alignment between the business and HR
You know your work is good, and needed. But sometimes an HR intervention doesn’t land well in the business.
Does this happen to you? It’s frustrating when you feel you’ve wasted your time and effort. I’ve been there! I learned this lesson the hard way. I didn’t ask enough questions before I started.
There’s a tendency for HR to do what they think the business needs – rather than what the business actually needs. HR have to relate their work to business goals. There are so many activities that HR have on their to-do list – but which will have most impact on business success?
Most HR leaders I talk to want their function to become more strategic. We work together to clarify what this looks like.
In my view you can call your HR function strategic when:
a. Its activities are explicitly and actively aligned with business priorities and goals;
b. It works in collaborative and robust partnerships with business leaders;
c. HR people at every level are influential, business-credible, proactive and supportive.
Would you like to ask your stakeholders how they see HR’s priorities?
If your answer is yes, then download the free ‘self-drive’ version of our Strategic Roadmap.
If you’d like to talk about how to build strategic alignment in your organisation, contact us for a chat.