Do you present the business/economic cases for your procedures and employee initiatives? Do your priorities match up with the business drivers or what your CEO expects from you? Does what you do increase the bottom line? How do you remove the perceived cost center label to contributing to the bottom-line or strategic direction of the company?
You have a voice at the leadership “table”. Now it is time to show your value by leveraging what you know and help shape/serve the strategies of the company. People drive the success of any organization, but getting your leadership peers to see this can be challenging. So how do you show your worth to the organization? While there is no surefire way, below are some ideas:
1. Business Drivers
Ask yourself, what are the most important drivers to the company’s success. You need to know which areas are mission-critical. What effect does a good/bad employees have on these drivers? Find ways to improve results on business drivers.
2. Speak the language
Speak the languages of business. You too can speak ROI. Monitor the outcomes and success of your programs. Show how HR makes a difference.Know what is the return on investments for improving training, lowering retention, finding more qualified candidates and producing a quicker candidate return. Find ways to improve what is already in place. If needed, what will a new process cost and what are the expected results? It is also important to know, how long will it take and how will the change improve the bottom line.
3. Understand the business
Do you know what makes the company money? Do you know who your top customers are? Do you understand what it takes to excel in different roles across the business or the company’s strategy? The better you understand what makes your company tick, the more you can align HR strategy. Align to business values, corporate strategy and provide operational results.It is important to know what changes the bottom line, what differentiates your company from your top competitors, what is the biggest threat to your company’s market position, and what is the biggest market opportunity your firm is targeting right now.
4. Report your teams performance
Show how much you are worth. Make sure to carry out your reports as any other business unit would. This will help you speak ROI.
5. You and the CEO
Do you know what decisions and actions you make affect the bottom line? Intertwine your goals with what the CEO expects from you.
6. Try not to become the “no” police
There are things that require you to say “no”, but find something to say “yes” to.
7. Build relationships with your leadership
Step away from your desk and learn what problems your leadership team runs into on a daily basis. Also, educate them on what is going on in HR. Learn their business requirements and goals. Show them how you can help.
8. Market HR
Show your customers you have the ability to think in terms of total business. Deliver added value, affect the bottom line and remain neutral to all business units.
You help business units get what they need to function. This does take time but you deserve a seat at the table. It is time to take a seat and show how much HR is worth.
Thanks San Antonio!
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Christopher McGill impacts businesses by giving companies access to the best and the brightest within the IT and Leadership Profession. He provides 360 degree full service talent management solution that help companies hire with precision & insight. Premiere Staffing and Recruiting.
What they are saying: “Chris is the example of what I expect a recruiter to be.”
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