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To describe the current state of the business world as “volatile” is a gross understatement. Between continued COVID uncertainty, the undulation of the stock market, whiplash from start/stop hiring, the ongoing impact of Russia’s attack of Ukraine, and the unimaginable loss of individual choice with the recent SCOTUS decision, it’s difficult to move in any direction with confidence. As business executives struggle to devise a strategy that will help bolster their top and bottom line, most are simply trying to define a viable path forward.
Tightly tethered to this rocky boat is HR. We’ve been tasked with emergency employee benefits, employee retention, critical development, attracting top candidates, supporting reorganizations, adjusting to ever-changing legal and regulatory controls, flexible worksite strategies, competitive pay, AND…. FTE reductions, lower cost service delivery, better employee experiences, new tech, and improved business partnering. Sound contradictory? That’s because it is – and the seemingly impossible nature of this ongoing mandate is taking a toll on HR professionals that a branded seasick bag and a few PTO days won’t resolve. Every HR leader that I’ve spoken to has expressed burnout – the stress and exhaustion in their voice is palpable as they struggle to meet these expectations while caring for their teams. Teams, I would add, who shoulder an increasingly disproportionate burden to keep the day-to-day running amid massive transformations, frequent board demands, and ever-changing directions.
While unrealistic expectations are certainly a key driver of challenges for HR, the struggle is exacerbated by the way HR has traditionally structured its approach. HR has historically fought against a reputation for being reactive, not proactive; of being transactional, not strategic. I’m tired of this conversation, yet it still persists. When I reflect on why, it’s likely due to a perceived lack of speed and agility.
There will always be unforeseen circumstances that will require HR to move quickly and decisively – legislative shifts, disasters, imploding executives, or maybe a sudden offer to purchase the company. When these things happen, HR is expected to respond swiftly, yet we are often marginalized to a supporting role or cast as the compliance police to explain why you “can’t do that” because “it’s illegal.” Yeah…. that one. This perceived inability to analyze, adapt, and move forward is damaging to both HR and the business. At best, it reinforces the belief that HR does not have the skills to make the difficult decisions in a timely manner; at worst, it suggests that HR does not have the courage.
The silver lining is that many HR leaders see this as a catalyst for rethinking their HR operating model. They recognize that this confluence of economic, cultural, social, behavioral, and legislative pressures provides the opportunity to move in lockstep with, and not reaction to, the business. Built on a strong technical infrastructure that encourages employees to own their careers, a shared services or outsourcing model to carry the transactional load, a skills-centric approach to dynamic talents and teams, and a people leader philosophy of continuous conversations and learning, HR is freeing up capacity to create global pools of highly trained resources who can be provisioned in real-time. This means prioritizing the work HR’s best people should focus on, full stop. This is HR self-care at its finest – by focusing on the activity that brings value to the business, you can also bring meaning to the HR professionals navigating through the storm.
HR is once again at a crossroads – fight through the same way it always has through hard work and long hours; or find a new way to work. I for one am rooting for HR to emerge from today’s volatility looking much different than it does today – agile, strategic, and ready to take on any challenge the business, or the world, may throw its way.
With warm regards,
— Mark Stelzner
Founder/Managing Partner/Cheerleader, IA
The Formula for Transformation
As a Voice of HR newsletter subscriber, you are invited to IA’s inaugural webinar to launch the Formula for Transformation! As the “anti-consultant consulting firm,” we believe every organization, regardless of size, should have access to the best methods, tools, and expert guidance. The Formula for Transformation is designed to meet you where you are – both in your organization’s lifecycle and readiness for change.
Our first webinar, Process Optimization: The Best HR Transformation is the One You Don’t Need, is coming up on July 12th. Register today (and tell your friends) – hope to see you there!
Where You Can Find Us
We are nearly to the unofficial start of summer and our social calendar is filling up quickly. We hope you can join us for the following events:
Podcasts: We have been fortunate to appear on two podcasts earlier this month. Kimberly Carroll appeared on the What the HR? podcast to chat about the ways providers bully clients and how to handle it. Mary Faulkner joined The New Talent Code podcast for a discussion around all sorts of topics, including transformation, change management, and the workplace of the future.
July 12, 2022: Don’t forget to register for our first Formula for Transformation webinar!
July 16, 2022: Join Kimberly Carroll and Mary Faulkner for a webinar hosted by HR Executive examining the truth about culture vs behavior and the impact it has on the employee experience. Stay tuned for more details!
August 4-5, 2022: Mark Stelzner has been invited to keynote at TechHR India 2022. The conference theme is #FreshEyes.
September 13-16, 2022: Once again, IA is pleased to support the HR Tech Conference in Las Vegas. IA-ers are participating in Women in HR Tech, the pre-conference sessions, and a mega-session during the main event! We hope to see you there!
On Our Radar
Once again, our intrepid IA team has spent hours combing through the internet to find interesting articles about work and related topics. And no, we were NOT surfing the web looking for leaked footage of Thor: Love and Thunder. We’re insulted at the suggestion. Anyway, here are some articles we thought you might enjoy:
- As we learn more and more about the impact burnout has on people’s lives and health, it’s important to consider the price we pay for putting our work first. As this article suggests, it’s time to find meaning somewhere other than with your job.
- Whether or not you put faith in employee engagement numbers, it’s hard to ignore the fact that the Sunday Scaries are a real thing. The Atlantic explores the phenomenon, what causes is, and how you might reframe your weekend to tone down the anxiety you might feel a you face a new week.
- And finally, this month we share a reminder that time is short, life is precious, and it’s important to spend your days doing what matters to you.
About IA
As trusted advisors to senior leaders, IA supports strategic initiatives that transform the way organizations work.
Our seasoned team of professionals apply a revolutionary eye, deep domain experience, and flexible tools to accelerate the achievement of even the most ambitious goals. With a cross-functional, strategic perspective, we thrive on big, messy problems. Whether large or small, public or private, domestic or international, it’s our job to support leaders and their teams in achieving outcomes that are truly unique to their culture and objectives.
Every organization has a catalyst for change – learn more at ia-hr.com.
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