Business leaders often turn to HR when they have a difficult problem and as HR Practitioners we can sometimes feel that it is our role to solve it. As the workplace becomes more complex and issues less straightforward, it is very likely that you won’t actually know the answer….so how do you add value here? Read more →
It doesn’t matter where you work in HR, the quality of relationships that you have with your clients will be vital to your success. Knowing whether a relationship works is the easy part – either it doesn’t and it’s challenging; or it does and it’s effortless. 
Most of our clients seem to be going through change on a number of levels: with their business, at a functional level and in some cases this means personal change. Not surprisingly, they tell us that they are finding this difficult.
We often hear from HR practitioners that they struggle to get a seat at the Management table; and if they do, are only expected to talk about so called ‘HR issues’. Adding insult to injury, the agenda always places HR issues towards the end of the meeting and so they end up getting rushed or bumped to the next meeting. 
A client of ours told us about two different meetings. In the first, a Pension Committee, she believed that she was out of her depth and technically lacking. In the second, a Talent Review Meeting, she liked the people and felt she had a valuable contribution to make. 
Deep down you know the right thing to do for the business is to challenge the Management Team on this issue. Part of you knows that if you ignore this, it will come back to haunt you; whilst another is telling you “they know best. And after all, you are just starting to build your relationship with them and a confrontation now will only hinder things”. Sound familiar? 
You need to get the buy-in of your key business stakeholders to the next design stage of the new performance management process. In your view there are some aspects that make sense for their business and others that might not. Before your present, you need to know where they stand. Resources Navigation
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