If HR executives do not evolve fast, they can end up disrupting enterprise growth in profound ways. Human resources determine the success or failure of an organization. That is why it is very important for the human resources department to be prepared to tackle the strategies of corporate transformation. In this post, we are going to show you 5 ways in which human resources executives can put enterprise growth at risk.
1. Compliance driven
There is a limit to the performances of HR executives. They can not often cope with the needs and speed of businesses. Many HR executives do not have the knowledge and capability to serve the enterprise. Business leaders expect human resource executives to be compliant, and that can be dangerous.
While compliance to norms is essential, it is not a very effective driving force of human capital. To ensure enterprise growth, HR executives must rethink the norms of an enterprise and create new systems.
2. Lack of growth mindset
The executives and the HR department must learn how to coexist and grow together. All HR executives must gather enough experience to lead a business. Earning an MBA is not enough. They should ensure employee engagement because it is directly related to productivity and quality.
Many of today's human resource executives neglect this fact. Executives must ensure a growth mindset and create new strategies. They must develop leadership competencies and apply their skills. For executives, “playing not to lose” is not a very good attitude. This attitude can disrupt the growth of an enterprise.
3. Using wrong performance metrics
An HR executive must be able to evaluate the performance metrics that are used in an enterprise. They should use metrics that can capture the soft skills. They should be careful about readiness to change big data, individual freedom, impact feedback loop and knowledge sharing.
New performance metrics often meet resistance. There should be no complacency because it can hinder growth. It is important to fix a broken foundation. If the foundation is not strong, growth will never be as expected.
4. Sticking to the traditional corporate playbook
The traditional corporate playbook was not introduced to provide customized solutions to problems. It had an approach of one-size-fits-all. Diversity was not taken into consideration. But in the real workplace, differences exist and human resource executive must know how to deal with those differences. Establishing mentoring code of conduct is a must. But HR executives must know when and how to bend the existing rules.
The reason is simple. Individuals these days define the business and not the other way around. When a business tries to define the individual, many problems arise. First, let’s talk about its positive side. The best thing about it is that executives know what they are expected to do. With a set goal, they do not have to worry about inventing one.
But when the culture or team is not consistent with what is expected, you have to sacrifice productivity. If the expectations are mismatched, frustrations are inevitable. In today’s corporate world, individuality is the new normal. Forced assimilation simply does not work.
5. Employer brands can mask realities
When it comes to dealing with people, trying to be perfect often leads to disappointment. People do not seek perfection; they just want to make sure that they are working in an organization that offers opportunities for growth. When you try to present a brand as perfect, you have a hard time creating trust.
HR executives should know the vulnerabilities of the organization. It is not a good idea to sell items that your employees themselves do not like. Make sure it does not sound hypocritical. If you end up masking the realities, the growth of your business will be slow.
Wrapping it up
Today’s organizations have to deal with new realities. If you know how HR executives can put the growth of an organization at risk, you can avoid many issues. It all begins with recognizing the fact that in some cases HR executives can harm an organization. Organizations must find ways to overcome the weaknesses of HR executives and exert corporate transformation efforts.
Latest posts by Alina Burakova (see all)
- How HR Executives Can Put Enterprise Growth At Risk - August 5, 2020
