{"id":82700,"date":"2022-05-10T10:30:40","date_gmt":"2022-05-10T17:30:40","guid":{"rendered":"https:\/\/www.betterworks.com\/?p=82700"},"modified":"2022-11-21T23:12:50","modified_gmt":"2022-11-22T07:12:50","slug":"link-your-hr-strategy-to-business-results-with-ben-eubanks","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/link-your-hr-strategy-to-business-results-with-ben-eubanks\/","title":{"rendered":"Link Your HR Strategy to Business Results With Ben Eubanks"},"content":{"rendered":"

Several disruptions in recent years have demonstrated how crucial alignment between HR and the business really is.<\/p>\n

\u201cHow HR fits in with the business has never been more apparent,\u201d says Ben Eubanks<\/a><\/span>, chief research officer at Lighthouse Research and Advisory<\/a><\/span>, a research firm dedicated to producing HR industry insights. From raising the alarm over the Great Resignation to asking HR to design a healthier culture, executives have never relied on HR more than they do today.<\/p>\n

\u201cIn the last year, recruiting hasn’t just been an HR priority: It\u2019s been a business-level priority<\/a><\/span>,\u201d Eubanks says. \u201cIt\u2019s affecting the operations of the organization, it’s affecting the ability to actually meet business goals.\u201d And recruiting is only one of many business-level priorities HR must guide the organization through.<\/p>\n

But many companies are still struggling to align HR to the business. Here\u2019s how to link your HR strategy to business results.<\/p>\n

Turn Your Attention to Business Impact<\/h2>\n

The circumstances are favorable for your HR team to drive business value. That won\u2019t happen automatically, though. Despite all the business-level priorities in your hands, and all the tools and technology at your disposal, you still have to pull the lever to make it happen.<\/p>\n

We\u2019ve all heard that implementing automation and HR technology can create strategic value. But the tools themselves mainly give time back by taking over transactional and repetitive tasks.<\/p>\n

\u201cThat freed-up time doesn’t automatically create value,\u201d Eubanks says. \u201cIt’s what we turn that time and attention to.\u201d You still have to direct your energy to support the business.<\/p>\n

Eubanks\u2019s research demonstrates the actions that do <\/span>make a difference. HR teams in high-performing businesses are devoting their extra time to getting informed about stakeholder needs from the CEO down to employees at the lowest levels. These HR teams spend time building relationships with stakeholders so they can understand and serve them better.<\/p>\n

HR teams in high-performing businesses are also turning their attention to assessing the impact of HR programs. \u201cThere’s a lot of opportunity for us to link the things we’re doing in HR to things the business needs,\u201d Eubanks says. Business leaders may not make these connections on their own, but you can help them get there.<\/p>\n

Build Career Growth Into the Business Strategy<\/h2>\n

One of the programs with the biggest potential to drive business results is professional development. Eubanks\u2019s research shows a correlation between high-performing organizations and how high-potential employees are recognized.<\/p>\n

\u201cThey’re spending more time looking at how you recognize people who are doing quality work,\u201d Eubanks says. \u201cAnd it\u2019s not just to recognize them in the moment, but to reinforce and encourage them to keep doing that behavior.\u201d<\/p>\n

It goes beyond simply setting transactional business goals for employees to achieve. These organizations are collaborating with employees to set career goals at the very beginning of the employee life cycle.<\/p>\n

Many managers will set a far-off date for career conversations if they occur at all. But many employees want to know their options for career progression before<\/span> they\u2019re even hired. \u201cThey want to hear about other moves on the career ladder, other opportunities they can have inside the business,\u201d Eubanks says.<\/p>\n

High-performing organizations also amplify employee strengths over weaknesses and use their strengths to direct their growth. Most organizations focus on fixing performance problems rather than taking advantage of employees\u2019 unique qualities. \u201cThey’re spending all their energy trying to shore up your weaknesses instead of leveraging and emphasizing your strengths,\u201d Eubanks says.<\/p>\n

Align Goals With Learning Opportunities<\/h2>\n

There\u2019s a very clear line, Eubanks\u2019s research shows, from leaders who spend time linking employees with the business to higher engagement, which leads to better business outcomes. \u201cIt comes down to having a leader who pays attention to you, who listens and works with you to plan whatever is next,\u201d Eubanks says.<\/p>\n

But helping managers \u2014 many of whom weren\u2019t promoted for their people leadership skills \u2014 do this with their team members has proven challenging. Try giving managers future-oriented talking points to help guide their conversations with employees.<\/p>\n

\u201cIt’s very easy for managers to get drawn into the task conversations,\u201d Eubanks says. \u201cSpend that time asking employees what they want to be, what they want to do, where they want to go \u2014 and how you can help them get there.\u201d<\/p>\n

Align what the employee wants with the work they\u2019re already doing by finding learning opportunities within their daily tasks. When you ask an employee what they want to learn, it\u2019s much easier for managers to spot better learning opportunities in the flow of work.<\/p>\n

When HR turns its attention to strategic impact, you can make big things happen for the business.<\/p>\n","protected":false},"excerpt":{"rendered":"

High-performing organizations focus on employee strengths, collaboration, finding daily learning opportunities, and supporting managers.<\/p>\n","protected":false},"author":111,"featured_media":82702,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[59],"tags":[],"featured_location":[],"industry":[],"class_list":["post-82700","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-strategic-alignment"],"acf":[],"yoast_head":"\nAlign Your HR Strategy to Drive Business Outcomes - Betterworks<\/title>\n<meta name=\"description\" content=\"Today, HR priorities are business priorities. 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