{"id":28014,"date":"2016-08-04T06:40:32","date_gmt":"2016-08-04T13:40:32","guid":{"rendered":"http:\/\/www.questionpro.com\/blog\/?p=28014"},"modified":"2023-07-17T06:33:14","modified_gmt":"2023-07-17T06:33:14","slug":"improve-employee-engagement-webinar","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/improve-employee-engagement-webinar\/","title":{"rendered":"Improve Employee Engagement by Making HR Relevant Again – Upcoming Webinar"},"content":{"rendered":"

\"ImproveThere has been a never-ending conversation in the Human Resources community about how to get a \u201cseat at the table,\u201d generally implying that the HR function should be in the C-suite, reporting directly to the CEO. The problem to be overcome is that HR is not viewed as a strategically relevant function. Finance? Sure, that\u2019s obviously strategic. And the relatively newly created Technology or IT function? Yep, that\u2019s important, so welcome to the C-suite. But HR? In some organizations yes, but many times no, without recognizing that it could improve employee engagement.<\/a><\/p>\n

Many point to HR\u2019s \u201csplit personality\u201d as the problem. A lot of what HR does is administrative: payroll, benefits administration, compliance stuff, etc. It\u2019s important work, to be sure (people do like to get paid), but it\u2019s a lot of paper-pushing, which doesn\u2019t particularly scream \u201cstrategic\u201d in any way. Of course, that\u2019s not all HR does. Talent management<\/a>, compensation strategy, improve employee engagement and retention\u2014it doesn\u2019t take much to argue the strategic value of these functions. But because of the history and weight behind the administrative part of HR, the strategic side doesn\u2019t get enough attention to warrant that seat at the table.<\/p>\n

LEARN ABOUT:<\/strong> Employee Experience Strategy<\/a><\/p>\n

That argument may sound logical, but it\u2019s a complete lie.<\/h2>\n

IT and Finance have administrative parts of their personality that are arguably more prominent than HR. The next time you feel frustrated working on some HR compliance detail, just be thankful you\u2019re not running yet another Windows patch! And Finance? I think they literally invented paper pushing. Every department has a split personality including the ones who quite easily got a seat at the table. So what\u2019s really holding HR back?<\/p>\n

Growth.<\/strong><\/p>\n

If you want the CEO\u2019s attention, then start driving the growth of the enterprise. Finance and IT can make that claim. In many cases, HR can\u2019t.<\/p>\n

HR: But our people are our greatest asset!!!<\/strong><\/p>\n

CEO: No, they\u2019re not. If they were, we\u2019d sell some of them and use the proceeds to invest in growth.<\/strong><\/p><\/blockquote>\n

Our people get the work done, and HR has embraced the job of making sure we have people in place then to improve employee engagament and then making sure we don\u2019t get sued when we have to fire some of them. That\u2019s not about growth. It\u2019s about keeping up, and maybe not sliding backward, but it\u2019s not about growth.<\/p>\n

So how do you make it about growth? That\u2019s precisely what Charlie and I are going to discuss in our upcoming \u00a0–\u00a0 Make HR Relevant Again Webinar<\/a>\u00a0(join us August 10!). And I\u2019m sure you\u2019re not surprised to learn that our answer will revolve around organizational culture. It is very possible to turn your culture into your growth engine<\/a>. But you have to do it right, and there is no one in the organization better trained and prepped to lead that effort than HR. It\u2019s time to take culture much more seriously. You wouldn\u2019t launch your product into a new market without doing the hard work of market research<\/a> and product launch strategy, right? It\u2019s hard, strategic work. So why do we let culture work become relegated to word-smithing the Core Values posters and planning the company picnic? Learn how to take culture much more seriously. Learn how to tie it to growth. The spots at the table will start opening up pretty quickly.<\/p>\n

About the Upcoming Webinar Speakers<\/strong><\/p>\n

Charlie Judy<\/a>, Co-Founder, WorkXO<\/strong><\/p>\n

Charlie forged a successful career over two-decades as an HR Executive with some of the world\u2019s most prominent professional service organizations. He founded WorkXO to help the world-of-work stop over-engineering our Human Resources and start re-humanizing them. Charlie believes the future of work is not about better HR systems, technologies, any one best practice, secret recipe, or magic formula.<\/p>\n

Jamie Notter<\/a>, Co-Founder, WorkXO<\/strong><\/p>\n

Jamie is a founding partner at WorkXO – helping leaders create stronger cultures and upgrade their workplaces, based on an understanding of organizational genetic code. He brings 25 years of experience in conflict resolution, generational differences, leadership, and culture change. The author of When Millennials Take Over<\/em>, and Humanize\u00a0<\/em>and an\u00a0adjunct faculty at Georgetown University.<\/p>\n","protected":false},"excerpt":{"rendered":"

There has been a never-ending conversation in the Human Resources community about how to get a \u201cseat at the table,\u201d […]<\/p>\n","protected":false},"author":76,"featured_media":28017,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[204,302,179,255],"tags":[],"yoast_head":"\nImprove Employee Engagement by Making HR Relevant Again - Upcoming Webinar | QuestionPro<\/title>\n<meta name=\"description\" content=\"High levels of engagement can supercharge employee productivity and leave customers smiling. 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