Today I visited several companies of various sizes in a variety of industries and I would like to tell you that it is not a very bright picture for Strategically-Oriented Human Resource Professionals. The majority of executives continue to have an “accountant” attitude toward business. . .
cut costs. . .cut expenses. . .cut people. . .more cuts. I even heard of one CFO that feels people development is a waste of time and doesn’t have any understanding of the ramifications of almost 65% of his management team is retiring in less than 24 months! Forget succession planning; let’s just go with massive hiring and selection without talent development. Other HR Professionals that I visited today are now back to only performing a variety of administrative duties and no longer have a budget for people development or anything else for that matter. On my next to my last call, I visited with an HR professional whose executive management team
anointed her the saver of the company. She was told that they wanted her to be part of the executive leadership team in the development of a new management team that would take the company to the next level.
I cannot tell you how much fun it was to sit and listen to her plans and ideas for accomplishing her goal. Upon arriving home, I became I read on an article titled, "Alignment Drives Employee Engagement and Productivity" available from Taleo Research. It points out that the
HR role is key in driving the process
and selecting the tools needed to achieve alignment. It also demonstrates that statistically most managers do not see HR as being up to the task. In the majority of companies I visited today, their managers felt that way as well.
The fact of the matter is HR cannot execute the strategy without the commitment of the front line managers. Most HR professionals would also agree that aligning talent to business, providing current job roles and responsibilities, and measuring performance creates an environment where the employee’s passion for the business can grow and drive the overall performance of their company.
Isn’t it time for the executives and cave dwellers to wake up?
Numerous studies have proven that goal alignment and engagement improve productivity and company performance. When your employee is engaged, and aligned, each employee can have a major impact on the bottom line of a business.
Engagement improves productivity, creates top performers, and improves employee retention while alignment ties the business strategy to personal goals, improves engagement and promotes achievement. But we must be forward thinkers and align the two; it provides focus and a clear line of sight for all involved while decreasing lost productivity and increases revenue per employee. The impact of all of this lies in productivity and process improvement, risk reduction and organizational impacts.
So what’s left for us to do; train the management and employees to be better goal setters? It is believed that only 15% of all employees really think that their goals will help them achieve great things. An employee achieving great things will impact the bottom line and insure that the company is achieving great things.
Your front line managers define the culture for achievement and the employee demonstrates that a results-oriented company will achieve greatness.
