{"id":92088,"date":"2023-07-19T14:18:52","date_gmt":"2023-07-19T21:18:52","guid":{"rendered":"https:\/\/www.betterworks.com\/?p=92088"},"modified":"2023-12-17T16:09:42","modified_gmt":"2023-12-18T00:09:42","slug":"how-hr-leaders-can-design-better-people-processes","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/how-hr-leaders-can-design-better-people-processes\/","title":{"rendered":"How HR Leaders Can Design Better People Processes for the Future"},"content":{"rendered":"\n<div class=\"wp-block-ht-block-toc is-style-contrasted htoc htoc--position-wide toc-list-style-plain\" data-htoc-state=\"closed\"><span class=\"htoc__title\"><span class=\"ht_toc_title\">Table of Contents<\/span><span class=\"htoc__toggle\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"16\" height=\"16\"><g fill=\"#444\"><path d=\"M15 7H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><path d=\"M15 1H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1zM15 13H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><\/g><\/svg><\/span><\/span><div class=\"htoc__itemswrap\"><ul class=\"ht_toc_list\"><li class=\"\"><a href=\"#h-are-you-an-architect\">Are you an architect?<\/a><\/li><li class=\"\"><a href=\"#h-assess-desirability-viability-and-feasibility\">Assess desirability, viability, and feasibility<\/a><\/li><li class=\"\"><a href=\"#h-approach-change-from-a-human-perspective\">Approach change from a human perspective<\/a><\/li><li class=\"\"><a href=\"#htoc-give-stakeholders-room-to-breathe\">Give stakeholders room to breathe<\/a><\/li><\/ul><\/div><\/div>\n\n\n\n<p><em>Editor\u2019s note: This is the fifth in a series of six articles on how to become a more strategic HR leader.<\/em><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p>HR leaders today are architects of <a href=\"https:\/\/www.betterworks.com\/magazine\/how-hr-can-build-the-case-for-people-transformation\/\">HR transformation<\/a>. But what \u2014 and who \u2014 we prioritize when designing change initiatives is shifting.<\/p>\n\n\n\n<p>A more human approach to transformation is gaining ever greater traction. <a href=\"https:\/\/www.gartner.com\/en\/articles\/this-new-strategy-could-be-your-ticket-to-change-management-success\" target=\"_blank\" rel=\"noreferrer noopener\">According to Gartner<\/a>, the days of top-down change initiatives are coming to an end, while employee-centric evolutions are picking up momentum. And with good reason: Employees are the heart of any business. If people processes aren\u2019t engaging and helping them become happier and more productive, you\u2019re missing a huge opportunity to drive business growth.<\/p>\n\n\n\n<p>Historically, HR change initiatives have overlooked design thinking, a creative problem-solving approach to creating a future state that improves users\u2019 experiences. Tackling change through the lens of design thinking adds a distinctly human touch to figuring out what&#8217;s wrong with the current state \u2014 and to creating a future state that enables employees to drive business impact. The traditional approach focuses on concepts like how to make processes more efficient and easier and building workflows. This doesn\u2019t tell you anything about the pain that Bob in Sales feels.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-are-you-an-architect\">Are you an architect?<\/h2>\n\n\n\n<p>I like to think about applying design thinking as the difference between a home built by a general contractor and one purposefully designed by an architect. The former may be very utilitarian and efficient, but there won&#8217;t be much thought into how it will be experienced by the individuals living it \u2014 the flow of the spaces, the play of light, the elements of style \u2014 that you\u2019d find in an architecturally designed home. Frank Lloyd Wright\u2019s houses aren\u2019t <em>just<\/em> houses.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/07\/How-HR-Leaders-Can-Analyze-current-and-future-state-processes-Internal-2-1024x580.jpg\" alt=\"\" class=\"wp-image-92114\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/07\/How-HR-Leaders-Can-Analyze-current-and-future-state-processes-Internal-2-1024x580.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/07\/How-HR-Leaders-Can-Analyze-current-and-future-state-processes-Internal-2-980x555.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/07\/How-HR-Leaders-Can-Analyze-current-and-future-state-processes-Internal-2-480x272.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><figcaption class=\"wp-element-caption\">Frank Lloyd Wright home. Credit: Alamy Stock Photo<\/figcaption><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<p>It\u2019s the same thing with design thinking: You&#8217;re shifting from HR policies and processes that are merely serviceable to those purposefully designed to produce enriched experiences and outcomes.&nbsp;<\/p>\n\n\n\n<p>Let me give you an example that\u2019s near and dear to my heart. If you think about the performance review process, it seems fairly straightforward: You meet with your boss, get your goals, and you go to the end of the year. Your boss says \u201cGood,\u201d \u201cCould have been better,\u201d or \u201cMissed the boat\u201d and the review is done. But the reason why that&#8217;s not moved the needle on performance is that the experience can be very demoralizing or discouraging. Sometimes, it\u2019s motivating. Often it feels like a waste of time to employees and doesn\u2019t help them perform better. They don\u2019t see the value in it, but it is a process with certain workflows and it\u2019s viewed, traditionally, as a way to efficiently gauge performance.<\/p>\n\n\n\n<p>If we were to apply design thinking to the performance review process, we\u2019d know what the experience looks like from the perspective of all the people it touches \u2013 employees, managers, leaders, and HR. We\u2019d get a completely different vibe because we\u2019d understand the friction and pain points and see where the process fails to achieve the desired outcomes.<\/p>\n\n\n\n<p>Here\u2019s some of my advice for gaining a competitive edge when analyzing current state processes and achieving a human-centric future state.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/07\/How-HR-Leaders-Can-Analyze-current-and-future-state-processes-Internal-3-1-1024x580.jpg\" alt=\"\" class=\"wp-image-92119\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/07\/How-HR-Leaders-Can-Analyze-current-and-future-state-processes-Internal-3-1-1024x580.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/07\/How-HR-Leaders-Can-Analyze-current-and-future-state-processes-Internal-3-1-980x555.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/07\/How-HR-Leaders-Can-Analyze-current-and-future-state-processes-Internal-3-1-480x272.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-assess-desirability-viability-and-feasibility\">Assess desirability, viability, and feasibility<\/h2>\n\n\n\n<p>The crux of designing an effective future state is finding the balance between what\u2019s desirable from a human experience, what\u2019s viable from a technology perspective, and what\u2019s feasible for the organization to accomplish in terms of change or financial investment.<\/p>\n\n\n\n<p>You can\u2019t just have one element, because that&#8217;s not necessarily profitable or operationally sound. You could design a process that\u2019s highly desirable for employees, for example, but is it more efficient? Will it increase engagement and retention? Ask questions like these to help address the business case and gain a better sense of what an effective future state looks like.<\/p>\n\n\n\n<p>Comprehensive <a href=\"https:\/\/www.betterworks.com\/magazine\/hr-metrics\/\">HR metrics<\/a> help you find gaps in the current state that you can mend in the future state without sacrificing desirability, viability, or feasibility. Completion rates for conversations, feedback, and recognition, for example, help you identify where manager-employee engagement in performance management processes is dropping off. If employees and managers don\u2019t regularly engage in conversations, it\u2019s your job to determine why and to use what you learn to craft a better future state.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-approach-change-from-a-human-perspective\">Approach change from a human perspective<\/h2>\n\n\n\n<p>Use design thinking to analyze your current processes from a human perspective.<\/p>\n\n\n\n<p>Often, HR leaders are hesitant to change existing processes because they\u2019ve always done it a certain way or because they helped create the current state. But that\u2019s a uniquely HR perspective, and HR isn\u2019t the only stakeholder group to consider. HR leaders can bring a lot of preconceived notions regarding the current state.&nbsp;<\/p>\n\n\n\n<p>The process of developing individual personas for each group erodes a little bit of our personal biases so we can design a more effective future state that accounts for everyone\u2019s experiences. It helps us get out of our comfort zones. Putting yourself in someone else\u2019s shoes helps you see the situation as they do, giving you a glimpse into their hopes, motivations, frustrations, and challenges.<\/p>\n\n\n\n<p>Start by identifying primary stakeholders and developing personas for each group. For HR, these stakeholders are usually employees, managers, HR leaders or business partners, and business leaders or executives. Assign teams to develop each persona. Consider the perspective of each persona on the current process, what they need from the new process, and what they want from their experience of the future state.<\/p>\n\n\n\n<p>Ideally, throughout this process, you will develop focus groups to hear from representatives of each stakeholder group. The more relevant perspectives you can entertain, the more targeted and effective your final product will be.<\/p>\n\n\n\n<p>For the process you want to reimagine, walk each persona through the entire cycle of the current state. Stop and consider every step from each persona\u2019s unique perspective. How does it affect their daily lives? Does the process put unnecessary roadblocks in the way, or does it <a href=\"https:\/\/www.betterworks.com\/magazine\/josh-bersin-every-single-person-in-your-company-wants-to-do-more\/\">empower employees to achieve more<\/a>? Essentially, you\u2019re mapping the current process but layering in moments of reaction and emotion from each stakeholder persona to understand how <em>they<\/em> experience it.&nbsp;<\/p>\n\n\n\n<p>With the full \u201cexperience\u201d mapped out in front of you, you can see all the places where you need to fix pain points and where doing so is feasible, viable, and desirable. From there, you can generate ideas for ways to make the process better for stakeholders. Once you\u2019ve redesigned it, apply the same mapping technique to walk each persona through the future state.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"714\" height=\"1024\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/07\/How-HR-Leaders-Can-Analyze-current-and-future-state-processes-Internal-714x1024.jpg\" alt=\"\" class=\"wp-image-92089\"\/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-give-stakeholders-room-to-breathe\">Give stakeholders room to breathe<\/h2>\n\n\n\n<p>Once you&#8217;ve designed a future state that\u2019s desirable across stakeholders, viable within your tech stack, and feasible for the business to accomplish, it\u2019s natural to want to put your new process into action right away. But transformation takes time. You\u2019re introducing a new process, training stakeholders to implement it, and building the behaviors, skills, and competencies they need to transition successfully.<\/p>\n\n\n\n<p>Return to the idea of design thinking and how people experience the process \u2014 including how they experience the transition between current and future states. How much change can you introduce in a finite timeframe so it\u2019s enough to make a business impact without overwhelming stakeholders? Based on that response, build a road map to outline how you\u2019re going to introduce your new process into the organization in a measured and digestible way. It may be a&nbsp; process that spans over a few years.<\/p>\n\n\n\n<p>Your roadmap provides a clear vision and direction, ensuring that everyone understands the purpose and desired outcomes of the change initiative. It also helps employees feel supported and informed throughout the process, fostering a sense of trust and alignment with the organization&#8217;s goals.<\/p>\n\n\n\n<p>As architects of HR transformation, you have the ability to guide your organization to a better, more effective future state. By recognizing the limitations of traditional, utilitarian HR policies and processes, and instead focusing on purposefully designed experiences and outcomes, you can create a future state where every stakeholder will thrive.&nbsp;<\/p>\n\n\n\n<p><em>As VP of HR Transformation at Betterworks, Jamie helps customers reimagine the way employee performance is managed with proven systems and processes that work.<\/em> <em>She is co-author of the book, <\/em><a href=\"https:\/\/www.amazon.com\/Make-Work-Better-Revolutionizing-Employees\/dp\/1510774912\/ref=sr_1_1?crid=1U6QUUPW2PJ91&amp;keywords=make+work+better+aitken&amp;qid=1674502998&amp;sprefix=make+work+better+aitken%2Caps%2C147&amp;sr=8-1\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Make Work Better<\/em><\/a><em>, and draws inspiration from her more than twenty-five years of HR leadership experience, spearheading organizational development, HR transformation, and employee engagement strategies that boost business performance.<\/em><\/p>\n\n\n<div class=\"lazyblock-post-resource-cta-Z1ePEXb align  wp-block-lazyblock-post-resource-cta\"><div class=\"custom-post-resource-box\" style=\"background:url('https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/06\/2023-HowToBeStrategicHRLeader-Horizontal.jpg;') no-repeat center;background-color:;box-shadow: 0px 0px 18px -5px ;background-color:\">\n  <div class=\"custom-box-heading\" style=\"max-width:500%;\"><p style=\"color:#ffffff;font-size:36px\">Forge your path to strategic HR<\/p><\/div>\n  <div class=\"custom-box-cta\" style=\"\"><a class=\"et_pb_button\" href=\"https:\/\/www.betterworks.com\/how-to-be-a-strategic-hr-leader\/\" style=\"color:#008AAB;background-color:#ffffff;\">DOWNLOAD YOUR GUIDE<\/a><\/div>\n<\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>Lead HR transformation with better people processes. Check out Jamie Aitken\u2019s advice for analyzing the current state and designing a human-centric future state.<\/p>\n","protected":false},"author":116,"featured_media":92090,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[3515,3518],"tags":[],"featured_location":[],"industry":[],"class_list":["post-92088","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-betterworks-insights","category-hr-leadership"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v18.1 (Yoast SEO v23.9) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>HR Can Design Better People Processes for the Future - Betterworks<\/title>\n<meta name=\"description\" content=\"Lead HR transformation with better people processes. 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