Find Time to Lead: People Management

December 27, 2017

Find time to lead people management

If you’re an HR professional, more than half your time is going to be spent on “people management,” broadly defined; that includes mission-critical initiatives like onboarding, retention, coaching, learning and development. Here’s the problem: you can very easily get mired in the administrative aspect of people management and never find time to address bigger picture concerns.

The right HR technology can free you from administration and give you time back. To find time to lead, ask yourself if your current workflows could be more efficient.

When’s the last time you shopped around?

According to this report, 47% of HR systems are more than seven years old. Does this mean that nearly half of these organizations are so absolutely delighted with their systems that they never want to change? Highly unlikely. What’s more plausible is that either they’re challenged to find the time to sit down and evaluate new systems, or the very thought of switching to a completely new system makes them sick to their stomachs. Many companies have the mentality, “if it ain’t broke, don’t fix it,” and they bury their heads in the sand. If you’re nodding your head in agreement right now, that’s a dangerous mindset to be in. In all likelihood, you’re settling for a solution that’s adding even more work to your plate, not one that’s helping you, your teams, and your business become more streamlined and efficient.

What are you missing?

Many companies have cobbled together HR systems that don’t necessarily play nicely together or even talk to each other. If HR is expected to help keep your organization compliant, and if there’s any belief whatsoever that HR should contribute to big picture strategy, an all-in-one human resource management system is mandatory and not just a “nice to have.” HR can help an organization of virtually any size run more efficiently and effectively, but only when the HRMS provides easily viewed trends in pay, overtime, benefits and performance.

HR platforms are constantly evolving, offering new features and upgrades to improve performance. And new technology is automating tasks to make managing people more efficient. Plus, the best solutions are integrated, meaning recruiting, onboarding, HR, payroll, benefits and time information is available in the same database, reducing the administrative burden while improving accuracy and consistency.

Here are a few signs your solution is not the answer:

  • Your systems aren’t integrated. You’re switching between different platforms to access employee information. For example: Your applicant tracking system (ATS) and HR solutions don’t speak the same language, so you’re being forced to enter information multiple times, across multiple databases, increasing your risk for error and adding to your administrative burden.
  • If you’re using an Excel spreadsheet as your ATS, think about the myriad touchpoints and processes that you manage. The average job opening receives 250 applicants. That’s 250 people you have to manage and correspond with. You also have to coordinate with hiring managers and interviewers to ensure that everybody is on the same page. Hoping to stay afloat using emails, spreadsheets, and folders is a pipe dream. And if you’re hiring for more than one job? Even Neo would get lost in that matrix.
  • Once you get those candidates hired, your onboarding process is an absolute nightmare. New employees decide whether they feel at home or not in the first three weeks in a company. The consequences of a weak onboarding experience range from employee poor performance and dissatisfaction, active disengagement and, eventually, to turnover. Ideally, your process begins before the new employee’s first day, and not with a giant stack of paperwork to complete on day one.
  • Your system can’t quickly or easily produce the reports the C-suite is demanding, so you once again turn to your trusty Excel spreadsheet to get the job done…. a few days later.
  • You’re constantly being nickeled and dimed for new features and functionality as they come out instead of receiving continuous, seamless updates to your platform.
  • Your employees complain that the system is difficult to use. Instead of using self-service options to complete open enrollment, or request time off, employees are constantly pinging you to complete the requests because your system isn’t user friendly.

Sounds about right. So, now what?

You need to be doing more than just processing forms. Look for an integrated HR solution that enables you to focus more on company strategy rather than these time-sucking transactional tasks. When you do, you’ll finally be empowered to become a strategic partner who has an impact on the bottom line of the business.

Now that you’ve learned tactics to break free from the rigors of administration, you can focus on the real reason you got in HR. To make a difference in the lives of your employees. Visit our HR Center of Excellence People Management Hub for more inspiration.

Previous Article
4 People Management Metrics Your CEO Wants to See
4 People Management Metrics Your CEO Wants to See

Help the C-Suite make informed decisions.

Next Article
Why Your Top Performers Leave
Why Your Top Performers Leave

Some of the reasons might surprise you.