As a member of the HR team, you may feel stuck in the middle. You want to keep your staff happy and help them enjoy their time at work, but you also want to please C-level leaders by meeting key goals they’re pushing your organization to achieve.

That can be tricky, especially considering that executive directors focus heavily on financial targets.

HR teams rarely measure results in terms of financial outcomes, making it difficult to explain how their strategy is in-line with the leader’s vision. Instead, they focus on other metrics, such as employee turnover and staff performance – two elements that don’t always obviously correlate to ambitious financial targets.

If HR departments are looking for support for their strategy from C-level leaders, they need to do one thing: clearly demonstrate how it impacts company performance.

That way, managerial teams can see the effect of their HR strategy on the goal, and ensure that all members of staff are in the best possible stead to meet target set by C-level leaders.

1. Align Your HR Strategy with Company Goals

C-level managers regularly set goals for the company to meet. That could be the completion of a large project by the end of the year, a target for monthly turnover, or an improvement on website conversions.

Usually, company goals are finance-related. After all, C-level leaders want to aim for growth in their organization. You can use this as the basis of your strategy, and help to get management teams on-board.

For example, if your company has a goal to increase annual profits by 30% over the year, you could show that HR’s strategy to reduce staff turnover can support this. Explain that improving job satisfaction will reduce the company’s turnover rate, and bring down their breakeven point due to fewer hiring costs. In-turn, this will boost profits and make headway on the goal set by management.

Whichever goal has been set for your organization, ensure that all members of staff are aware of it. A goal is much more likely to be met if all staff are on the same page, and a shared vision to improve job satisfaction is a fantastic way to gain management teams’ support for your HR strategy.

2. Use Data

Earlier, we mentioned that C-level leaders are motivated by finances. Their goals often reflect this, but HR teams can improve the chances of gaining leaders’ support if their strategy is backed with data.

Teams driven by data make more accurate decisions than those who do not. That’s because they have results which prove their strategy will be beneficial, and can predict the outcome of their strategy based on previous data.

Optimizing the correct technology can help HR teams to win-over support from C-level leaders. If you’re using data to back-up your plans, HR processes can be reviewed and optimized effectively. This gives appeal to management teams, who are likely to already use reviewing tools when working toward company goals.

Software can also help to accurately view how your strategy is impacting what managers focus on: the bottom line. This is a fantastic way to influence HR support from managers as they’re able to visualize how your strategy works, and the direct effect it has on their financial goal.

3. Know, and Own, Employee Satisfaction

A key part of many HR strategies, improving employee satisfaction can enhance areas of the business that impact finances. For that reason, aim to show how your mission to make employees happier will meet C-level goals when seeking support.

As part of the HR team, you could conduct an employee survey to discover what your staff like about their job, what they wish would change, and if they have any suggestions for improvement. This helps you to find areas that require further concentration before bringing your discussion to the managers.

By having this real data directly from your staff, you have evidence to explain why your HR strategy would be beneficial. It follows on from ensuring that your strategy is data-driven, but remember that you’ll need to connect employee satisfaction plans to financial performance.

You can do this by explaining that companies with happy employees achieve 37% higher sales, compared to those who don’t. Having this statistic up your belt will undoubtedly prove that your HR goals align with company-wide financial ones!

Creating a successful and coherent strategy to improve methods of communication between HR teams and C-level leaders is an excellent way to allow multiple departments to work together effectively.

Through regular discussion and strategy meetings, you can boost your organization’s overall morale and make significant headway to meeting your goals, too.


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