A Change Would Do You Good
A Change Would Do You Good
How many times in the last few years (be honest) have you been involved in an HR project to identify something…a process, a model, a technology, a strategy to improve overall performance? How many times has that project been put on hold due to funding, resources, lack of leadership backing, or something else? And how many times has the broken inefficient process just continued? Does it all stem from a poorly supported or drafted business plan? In truth there are a hundred reasons why a project doesn’t come to fruition. But one stands above them all.
A change would do you good, yet your business won’t successfully change or evolve when the PROCESS continues to be broken. What do I mean and what I think is the root of the problem? Resistance, the in ability to change. Resistance to change is innate; everyone at some point gets stressed when dealing with change—even if it’s for the better. Status quo is safe, comfortable but likely won’t lead to increased efficiencies or business process improvement.
I’ve been exposed to so much stagnation with my role here at Dovetail. No…not internally, but in my relationship with prospects. There have been funded projects that have literally died on the vine due to a lack of resources, leadership change, projects being reprioritized, etc. And still…HR or your business continues to operate. That’s not to say it won’t be limping along with stale, outdated processes or technology, because let’s face it EXCEL, your home grown system (no matter how good), or your twenty year old paper process won’t take you to that next level. I mean, as far as I know, EXCEL can’t automate business processes, streamline workflows or take away any of your administrative burdens so that you can function more efficiently, strategically and/or competently.
I’ve used the phrase “HR is a business’s evil step-child” analogy before. HR has to police policy and procedure, reprimand poor performance or behavior, and sometimes terminate employment—it’s not fun or sexy but when you have a poorly run HR department it can absolutely be at the detriment of overall business success. And yet…HR by in large tends to be one of the most underfunded departments organizationally. Why is that? Is it that they are considered a cost center rather than a revenue source? Because if that were the case, I would argue that when it comes down to it…a properly run HR department can elevate an organization ten-fold (think performance management, employee engagement, talent acquisition, and learning (training and development). We have to adequately equip and empower our HR teams with the tools and strategies to achieve their maximum potential. And that in most cases involves change. Queue the Cheryl Crow song…”A Change Would Do You Good”…it really would.
A big step toward resolving the resistance to change is effectively communicating the need for the change, explain corresponding plans, goals, and overall details of the change to secure and influence buy-in at all levels of the organization. When employees are aware and essentially buy into the need for the change, ambassadors of that change evolve. Seek participation in the project across all levels of the organization and include those ambassadors, their excitement and desire for the change will help keep the attitude positive and ultimately persuade those employees that were on the fence to accept and welcome the change. Keep in mind, that more often than not, the resistance is born out of fear and a lack of understanding. The more clearly you communicate the better your chances of a smooth transition. The Harvard Business Review has a great article on this and I encourage you to take a look there is a lot of useful information within that post.
So where do we go from here? I don’t really know. I just know something has to change and HR needs to be a catalyst in identifying change vehicles to allow optimal growth within your organization. A change would do you good.
