Hard Times for HR

by Matt Poepsel, PhD

We’ve seen a lot of challenges in HR leaders burned out 53% of them, in fact over half saying they’re burned out been through a lot over the last two plus years 48% of which say that they’re looking for a new job. Now, if you’re a talent optimization provider, you need people within HR people ops, whatever terms that the given organization that you’re working with, is using really needs to make sure that those champions of talent optimization are having a great time. And unfortunately, right now, they’re not why is that?

Well, we see some of the biggest challenges that they are facing, really comes down to sourcing talent. You know, there’s, it’s really hard right now, with candidate pipelines being so thin the number of projects that they’re trying to work on, there’s been so many changes from everything from health and safety in the workplace, to wellness, to trying to accommodate hybrid and remote work, and then just the emotional exhaustion and burnout for themselves. And then what makes it challenging on the right hand side, when you start talking about being overworked, the uncertainties that are taking place, a lot of change in organizations can be very disruptive. And then, you know, we historically haven’t invested the way that we used to in HR departments in the first place. So all of this is leading to a lot of HR burnout.

Now, talent optimization itself is very well positioned to help address HR burnout in a couple of different ways. So when you’re working with individuals who you’re hoping to help them take talent optimization into the organization, one is that HR can have that cherished seat at the table with executives, something they’ve always been looking for to become more and more strategic. And this is a framework in talent optimization that absolutely builds a bridge, and is a way to connect the talent strategy with the business strategy. How about increasing accountability and effectiveness of leaders at every level? The reality is that a lot of the people issues that organizations are facing really need to be addressed by leaders, those leaders need investment, they need tools, they need a series of things to help them know what to do and make them able to do that at scale. But the reality is that they need to have that accountability. So I think shifting some of that burden from HR, where it’s like you should go fix all the people problems. No, that’s not how it works.

We create systems and processes that allow leaders to address those people problems that’s much more accurate. How about reducing the need to bailout a leaky boat? So already, we’re seeing a lot of effects from the great resignation and turnover? Well, let’s not lose more people, let’s start to connect with them in powerful ways. Let’s take talent optimization approach to the way that we design winning teams and inspire people to greatness and diagnose people problems so we can get them fixed. All those things will minimize the number of people that we need to hire and rehire. And then how about creating efficiencies when it does come to the hiring process, let’s not spend time talking to candidates who aren’t going to be a great cultural fit, we’re not going to be good behavioral fit, all the other things we can learn in the process makes the tooling makes it more efficient to be able to hire people. And then how about reducing friction during change management, we’ve seen so many changes in business models, etc. If we reduce the people impact of all that friction, because we can communicate with them better, we can isolate people that are having challenges. And we can give them special interventions, all these types of things through by taking a talent optimization approach. And then finally, directly tying people practices to the business. This is where the rubber meets the road. And this is what’s really critical about talent optimization is that’s exactly what it does.

So when we start looking at people, or I should say the business or a talent lens, this is where we can really start to ease some of that burnout and help partner up with HR to get to the other side of this. So that’s it for today. Thanks very much for your time and attention. As always, if you’d like to connect with me on LinkedIn, if you have any questions about this information, or if there’s something you want to see me address in a future talent optimization minute, I would love to connect with you and learn all about you and what you’re all about.