As a dynamic pioneer at the heart of the human resources revolution, Cezanne HR is one of the UK’s leading and quickest-developing providers of innovative HR solutions. The organisation just made a significant leap with the release of its newest study in collaboration with HR Ninjas.
This unique publication goes beyond the norm, providing a comprehensive insight into the challenges encountered by HR professionals amid the industrial transition. As organisations battle with the intricate interactions of the modern workforce, the discoveries in this research not only disrupt the existing status of things but also become an urgent appeal for a paradigm change in attitudes and the rapid implementation of tactical answers.
HR Professionals Don’t Think Their Teams Get the Praise They Deserve
Despite the significant effect HR teams have on modern firms, it appears that many HR professionals do not believe they are rewarded for their achievements. 41% of poll respondents stated they seldom received praise for their job, and 13% had never received any recognition at all! Unfortunately, just 11% of respondents reported receiving regular acknowledgement for their efforts.
More Than Half Of HR Workers Have Considered Abandoning The Profession
The fact that more than half of HR professionals indicate a desire to exit the field raises concerns for a variety of reasons. First and first, HR is responsible for managing its most critical asset: its employees. When a large number of HR professionals wish to leave the industry, it can result in a scarcity of experienced and skilled HR practitioners, possibly leaving businesses exposed to workforce-related difficulties.
This scarcity can impede an organisation’s ability to recruit and retain top people, manage employee relations effectively, and adopt critical HR policies and procedures. The relatively high turnover rate among HR professionals appears to reveal fundamental difficulties within the profession itself. It might indicate widespread unhappiness with the position, responsibilities, or working circumstances, all of which could have an impact on an organisation’s entire workplace culture.
This matter must be addressed by top officials, especially those in charge of HR teams. HR professionals are not only in charge of managing almost every facet of a workforce, but they also set the tone for the working environment, employee engagement, and organisational well-being. As a result, finding strategies to boost work satisfaction and retention in the human resources profession is critical to maintaining companies’ long-term success and stability.
How Can HR Teams Receive More Recognition From Senior Management?
Quantify Impact and Communicate Metrics
HR teams can enhance their recognition by quantifying the impact of their initiatives and clearly communicating relevant metrics to senior management. By demonstrating how HR strategies contribute to key performance indicators, such as employee engagement, retention rates, or talent acquisition efficiency, HR professionals can make a compelling case for their value to the overall business objectives.
Align HR Initiatives with Organisational Goals
To garner more recognition, HR teams should ensure that their initiatives align seamlessly with the broader company goals. By demonstrating a clear understanding of the company’s strategic objectives and tailoring HR programs to support these goals, HR professionals showcase their role as strategic partners in driving the success of the business.
Highlight Success Stories and Testimonials
Sharing success stories and positive testimonials from employees who have directly benefited from HR initiatives can be a powerful way to gain recognition. By showcasing real-world examples of how HR interventions have positively impacted the workforce, HR teams create a compelling narrative that resonates with senior management and underscores their contribution to employee satisfaction and overall organisational success.
Continuous Professional Development
HR professionals should invest in their own continuous learning and development. By staying abreast of industry trends, acquiring new skills, and obtaining relevant certifications, HR teams position themselves as knowledgeable and capable contributors. Senior management is more likely to recognise and appreciate HR teams that actively seek opportunities to enhance their expertise and bring fresh insights to the table.
Proactive Communication and Collaboration
HR should engage in proactive communication with senior management, providing regular updates on key HR initiatives, milestones, and future plans. Additionally, fostering collaborative relationships with other departments and demonstrating how HR can support cross-functional objectives reinforces the perception of HR as an integral part of the overall business strategy.
Create a Transparent Feedback Mechanism
Establishing a transparent feedback mechanism allows HR teams to receive constructive input from senior management. Regularly seeking feedback on HR processes, programs, and their impact on the business not only demonstrates a commitment to improvement but also opens the door for a more collaborative relationship with senior leaders, fostering mutual understanding and respect.
Expertise Comments
Paul Bauer, Cezanne HR’s Head of Content, said “Our survey revealed HR professionals feel they’re not trusted or understood by other employees. HR is being perceived as the home of bureaucrats and the right hands of senior leadership, only there to make and enact the ‘difficult’ decisions. But in reality, this misconception is hiding the truth.
HR departments are influential voices in the C-suite, working hard to create workplaces that employees enjoy being in. However, suspicion of HR erodes trust among employees and managers, leading to resistance when HR wants to implement new policies or deal with sensitive issues. If HR wants to remain seated at the boardroom table, it must address this long-standing and damaging image problem, fast.”
