As HR leaders and professionals, it’s essential to be seen as a valuable partner to other leaders and employees.
That can be challenging in this environment… there’s a lot of attention on all the economic and operational issues – inflation, recession, supply chain shortages. Leaders don’t realize the role HR can, and should, play in solving all of these headaches.
According to the 2022 HR Trends Study by McClean & Company, HR is less involved in strategic discussions than they were at the height of the pandemic. Unsurprisingly, at the same time, perceptions about HR’s effectiveness also declined.
While this same study found that 54% of HR professionals see themselves as highly effective, only 33% of non-HR professionals shared the same view.
That divide is staggering.
Even in areas where one would assume HR’s value would be viewed as important – recruiting, providing great employee experiences, and supporting the business in change initiatives – HR’s effectiveness was perceived as being lowest.
What strategies can you put in play to close the gap between HR’s real value and HR’s reputation? It starts here….
Be curious and understand the business outside of HR. Learn how work gets done, how the business generates revenue, and familiarize yourself with financial and operational lingo and acronyms. By understanding the business, HR professionals can add more value and be perceived as serious contributors to organizational success.
Be actively engaged in defining the vision for the business. Consider areas of potential growth and raise opportunities related human capital trends. Engage other leaders around considering how your organization’s structure can better align to support growth.
Be visible and present. Effective HR leaders don’t lead from the shadows. They make themselves available, actively engage, and contribute in meaningful ways. This means immersing yourself in the business, spending time with employees, and contributing to meaningful discussions and initiatives.
Getting a seat at the table means more than being invited to the right meetings. You need your input to be respected by others in your organization.
The days of the HR silo are over. Get the details on these and other strategies in my new guide, HR’s Seat at the Table: How to Get It & Keep It.
If you’re ready to close the gap on your reputation, let’s have a conversation.