“HR leaders at all levels face an ongoing stigma that they are just an expense to the organization – a cost center that simply hires and fires.” A recent SHRM article titled “Breaking Out of Traditional HR Silos: 7 Lessons to Achieve Operational Success” broaches this subject. How can HR break that stigma and become an essential expense rather than overhead?
HR leaders need to start by getting out of their offices and begin building relationships across their organization. Being a silo does not embrace the purpose of a human resource leader. Share your knowledge and expertise with other leaders in different departments and begin collaborating. Those relationships with finance, IT and even marketing can take the organization to a higher level and turns up the value each department brings to the issues the organization is facing.
Building Bridges
Creating operational excellence in your HR department takes an intentional approach. Strategically aligning the resources that can help the HR department and finding mutual value in the collaborative relationships that you foster. Bringing all of your issues to the IT department and simply dumping them and asking for help will not achieve operational excellence. When I’ve approached IT departments in the past, I’ve always had a plan in mind that allows each department to excel at what we love doing while creating cross organization value. I also approach with an open mind in that I do not fully understand the capabilities of our IT systems for instance, but I am always willing to learn and listen to find a way to make the changes and achieve our goals. Genuine curiosity will win the day and put you on a path to operational excellence.
The first lesson cited in the SHRM article is to “Constantly be learning and growing”. HR leaders should always be learning new trends, learning from others, and networking. This network will become a valuable part of your career to support you through tough times and when it comes time to look for a new opportunity. Fostering a growth mindset will increase your value as an HR leader and continue to show that you belong in your seat at the table. HR leaders can attend conferences, local SHRM chapter meetings, and other like-minded events. Consider volunteering to meet new people in other companies and to grow your network. This is essential an essential component to have in place before building bridges with other departments.
Designing Bridges
Not all organizations are created equal. Some organizations do not expect more from their HR leadership. They only want someone to do the work and keep things in order. Sadly, this mind set is where the stigma originates. It is a stereotype of days gone by and no longer fits in today’s modern workplace. Human resources has evolved in the last decade and is constantly adapting to the ever-changing landscape of the world of work. The last lesson is “Don’t give up”. Even though your organization may not be open to the changes you are trying to make, keep going! You can make a difference and ultimately move the needle to break the stereotype and make positive progress. If you cannot make a difference in your current organization, then it’s probably time to move on and find a new organization that is more open to the value you can bring.
Achieving organizational excellence does not happen quickly. It takes time to move the needle in a positive direction and make an impact. Relationships also take time to form and build trust. Every organization also has a different definition of operational excellence. There are many complex components to creating this type of organization. With the right people on your team, it can be a fantastic benefit to you and your organization.
Breaking Out of Traditional HR Silos: 7 Lessons to Achieve Operational Success (shrm.org)