The HCM Strategy Decision Making is an Integral Part of Your Success

By HR Resource Force In Business Process Management

According to a Gallup research poll, only 30% of the U.S. workforce is engaged in their work. The vast majority of U.S. workers (70%) are not reaching their full potential. Human Capital Management is an increasingly important role in successful leadership. You can attain increased performance from your team with strategies that extend well beyond job satisfaction by implementing processes that encompass team decision-making.

HCM is Complex

and When Poorly Executed

Often Imperils an Organization’s Success.

The Harvard Business Review identifies behavioral patterns that breed poor decisions, which can go unnoticed in a hectic, fast-paced work environment where the pressure is high. Use this overview of common mistakes to take a step back and evaluate your decision-making processes to improve your performance and the performance of your team.

Don’t Isolate Your Teams  

Directors who isolate their teams may crave power and are likely insecure. On the other hand, inclusive leaders empower others with knowledge, experience, and expertise which improves the quality of decisions. Reassure egos. Praise what employees are doing well and you will have utmost respect when addressing a specific problem. Also consider automating reward programs that validate goals and promote productive behaviors.

Communicate Effectively

Good decisions can have bad outcomes if the team doesn’t know what they are supposed to do. Double down with redundant communication channels through in-person meetings, electronic communication, clearly outlined goals and HRIS tracking. Set a recurring weekly “open door” time for employees to meet individually but make sure new information discussed is shared with the entire team. An executive’s availability and open transparency will breed employee loyalty, motivation, and increase production.

Maintain Decisiveness 

Tentative executives frozen by doubt are prone to make bad decisions or to make good decisions too late. They may lack the ability to accomplish an objective efficiently and effectively, fearing that one mistake will ruin their careers. Asking open-ended questions that surface new discussions on a topic will help guide your team to clarity. Compile research based, factual evidence of what other corporations have found as solutions to similar problems. Use intellectual honesty to approach discrepancies between your desired outcome and the team’s current capabilities.

Don’t Be Lazy  

Apathetic leaders fail to check facts, to take initiative, to confirm assumptions, or to gather input from others.  Create certainty by gathering statistical details on a controversial subject and document your findings with numbers. Use your HCM software solution to communicate and track employee participation. Clarify deadlines, intentions, and conditions to move forward after a final date has been specified. Task analyze, outline, and date each objective on an individual employee level in your project.

Include Foresight 

Leaders may get excited about a decision they are making and consequently fail to set aside time for due-diligence, to consider what might go wrong. Communicate your confidence in a new resolution and how it fits into the broader strategic goals of the company. Outline the pros and cons with a diagram and reconfirm the decision is aligned with the company mission and values. Ask questions that keep the conversation on the facts.

Remain Flexible   

Managers often misidentify obstacles within a strategy and lack the agility to realign as hurdles evolve.  Motivational interviewing with calculated inquiries is an effective tool to amplify the need for modifications within a new strategy. Reflective listening can pinpoint the essential need of everyone’s assistance for change to really occur.

 

Conclusion

Reform your organization or department by avoiding these 6 poor decision-making attributes to attain increased performance from your team. You must motivate on a cerebral level and drive employees towards THEIR desired outcome and align with your corporate strategy. Efficient HCM develops well

beyond career contentment and must include scrupulous hiring, effective governance, extensive employee development and knowledge transparency. Use your HCM software solution to demystify and simplify tedious administrative intricacies, so you can reflect and measure leadership behaviors that are jeopardizing your company growth.

 

 

By: Kristen Goodell, M.Ed, Co-Owner

Kristen converts inefficient compliance management systems and siloed technology into a dynamic workflow with end to end client support: RFP, selection, implementation, and adoption. Through our implementation process we reveal areas of hidden risk and produce new best practices for your compliance management team.

Contact@HRResourceForce.com

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