When it comes to supporting your team as a Business Partner, knowing how to continuously evolve and grow is key. Any kind of feedback or situation (even crises!) can become a chance to adapt and stay relevant in the current business landscape. However, it all starts with having a strong foundation of values and beliefs from where to build on.
C-suite is not only looking for team members who are able to fulfill their tasks without issue. They also want team leaders who can lead the company to become better every day and continue to innovate in their industry. Internal leaders are not only managers, they can also be members who inspire others, who while doing their own thing, are able to find ways to improve processes and develop strategies. In order for HR teams to find and foster this culture of innovation, they also need to be developing skills and capabilities on a regular basis.
How to Leverage HR Capabilities
At EQUALS TRUE, we believe that our people are our strongest asset and a key component to our success. Through the use of agile methodologies we can support our team as they continuously provide outstanding and innovative performance. They know we have their back while also being able to be accountable. Our HR team works alongside leaders, both internal and organizational, ensure alignment with the company’s goals and how they relate to our day-to-day operations. If we need to pivot, we can pivot. Nobody is locked into a particular process or system.
Valuable HR leaders know that the company as a whole, and teammates individually, require true business partners to succeed. We need to live and breathe the company’s vision so we can best design great strategies that will be impactful and inspire others. After all, we’re People experts, we need to be supportive and empathetic, while also driven to creating systems that help the business grow and evolve.
Strong Culture Leads the Way
How do you get your team on-board while also organizing new projects while caring for current customers and goals? People teams need to lead training and engagement that constantly reinforces the company’s mission. Everyone should know what values should inform every strategy and interaction. Even customers receiving a simple response email should feel that they are being treated based on those values.
This training begins during onboarding but continues throughout moderation of Town Halls and All-Hands, even during moments when leaders will need to make tough decisions, the way this is handled is with the values in mind. The more diverse a team is, the more likely that HR teams will have different voices and perspectives on how to work through issues and find solutions. When HR is the hold-up for new ideas and voices, that’s when you know there’s something going awry.
People teams need to be constantly looking out at new trends in the market. How can our onboarding be more accessible? How can we ensure that everyone feels included and safe? It starts by putting ourselves in the applicant’s shoes.
Finding and Supporting Leaders
Collaboration doesn’t only happen in silos. Leaders also need to work together instead of competing over who meets their OKRs first. Through the support of the People team, leaders can see how when everyone can work together, real results can be achieved. It’s not a simple task, because it implies taking risks and possibly some discomfort of changing the way “things have always been”. However, the more open and transparent communication is across the entire company, teammates will feel safe and supported in sharing ideas that can be innovative and transformative.
Lastly, HR teams need to be tech savvy. It’s not just about having the dreaded AI tool to skim through resumes. It’s knowing about job seeker’s worries about that type of tool. It’s using data and automation to optimize internal performance, without replacing the human element.
We could go on and on in the ways in which People teams can lead to companies’ success. One statement is implied in all of these ways: refusing to evolve or change things up, and doing only the bare minimum helps no one. It doesn’t get the best talent and it certainly doesn’t retain talent. Try out new ideas, brainstorm, open the floor to the entire team to tell you how they feel. You’ll see how things improve.
Interested in learning more about HR innovation? Contact us at hello@equalstrue.team, we’d love to help out.
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