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For the important role they play within every type of organization or business, HR departments too often lack that\u2026 human touch.
\nThis isn\u2019t their fault, however, as countless talented HR professionals are buried under cumbersome tasks and receive zero help from their outdated HR systems.
\nIf this describes your organization, it\u2019s likely you view HR as an unproductive time suck or a necessary evil to be avoided at all costs. This problem is compounded every time you invest in human capital by hiring employees within your organization without truly investing in a system to properly onboard, manage, and engage staff.
\nThe result is unmotivated employees, unchanged processes, and expensive turnover.
\nIn many cases, HR departments are a mess due to misaligned priorities.
\nConsider, for example, the amount of time and resources your company invests in client acquisition and product/service delivery. Now, compare that to the amount of time and resources you invest in onboarding, training, and retaining employees.
\nIf the discrepancy between the two is large, you likely have an HR problem.
\nIf an unhappy client leaves, alarm bells are set off and questions start flying:
\n\u201cWhat did we do wrong? What did we promise that we didn\u2019t deliver? Where did we fall short? Why was our competition able to steal them away from us?\u201d
\nWhen an employee leaves, there aren\u2019t alarm bells or questions. Managers chalk up the loss to a flaw with that employee, a bad fit, or a symptom of the industry.
\nLeaders Have the Wrong Focus
\nThe truth is if you want to deliver on the promises you make to your clients, your people are the vehicle by which you follow through on those commitments. If you\u2019re struggling to motivate them and not batting an eye when they leave, you\u2019re missing something.
\nThis disconnect in HR often occurs because management spends too much time on repetitive tasks and paperwork instead of on the company\u2019s people and its mission.
\nOutdated systems have such a high labor requirement that business leaders spend way too much time reviewing paperwork and signing off on employee requests. Managers in this situation often feel like their plates are too full to take on anything extra.
\nTheir \u201ctime investment\u201d in \u201cHR\u201d is already huge, so they can\u2019t imagine doing more work on this costly time suck called HR that seems to just drag the organization down.
\nLeaders bogged down with routine tasks are too busy working in the organization rather than on it\u2014and that\u2019s a problem. Luckily, there is a solution.
\nShifting the Focus to People
\nOut of touch HR departments should aim to make HR about people again. The way to retain top talent is by communicating value via systems and employee benefits.
\nIf you\u2019re a CEO, executive director, HR manager, or other leader struggling with antiquated HR systems, high turnover, or other stagnation in your organization, it\u2019s time to examine your people processes to ensure they\u2019re working for you.
\nIf you don\u2019t have HR systems, you need to implement. If your systems are outdated, it\u2019s time to look at automation as a key to solving your HR woes. You want to remove the daily drudge work and get back to the business of leading. Then, you can focus on growing, training, and mentoring your people\u2014your true competitive advantage.
\nWhen you properly develop and manage your people, you\u2019ll have more confidence acquiring, servicing, and maintaining clients; accomplishing your organizational mission; and delivering on your promises to your team and your customers.
\nThis may sound like a lofty goal, and that\u2019s because it is. However, automated HR systems are designed to make the complicated uncomplicated, so don\u2019t fret.
\nLook at your systems and processes, see where improvement is needed, and then seek out vendors that can provide or build the type of system you need to move forward.