Lucy Adams
June 17, 2022
Reading time: 9 minutes
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When we started Disruptive HR seven years ago, even having the words ‘Disruptive’ and ‘HR’ together in our company name raised eyebrows. Now, our name isn’t so much of a provocation. It’s more a statement of fact! HR is disrupting – sometimes with rapid speed – often very slowly – but it’s happening!  It is so great to see the increased appetite for change. The continued increase in business challenges such as digitisation, plus major global events such as the pandemic, the war in Ukraine or #MeToo and Black Lives Matter have combined to prompt even the most traditional to think ‘Maybe it IS time to do something different in how we lead and engage our people?’

We are seeing bold and ambitious people plans. And we’re seeing business leaders making greater demands of their HR colleagues. But are we ready for this increased appetite? When we look at the team around us who will take on these challenges to do HR differently – are we confident that they have the skills, the mindsets, the experiences and the relationships to make it happen?

If we’re not confident in their change readiness, then it won’t matter how ambitious our plans are, we won’t be able to deliver. So how can we check our team’s change readiness? I think we need to assess it against 5 criteria:

Credibility

Attitude

Skills

Relationships and

Resilience

Let’s break this down a bit.

Credibility

It’s not enough to actually have the skills and abilities to deliver – we need our leaders to believe that we can. Sadly, I still meet plenty of leaders who don’t see their HR business partners as having the wherewithal to deliver significant change. Their perception of us as ‘order takers’ for their people needs remains a problem. Ask yourself whether your team has a voice that’s heard and valued. Are you and your team seen as an essential part of strategic decision making? Do they genuinely want us at the important meetings because of our strategic insights – and not just for the potential employment legalities?

Attitude

One way of checking whether your team has a change ready attitude is to ask yourself, ‘how do my team get their sense of the value they add?’ Do they like providing a service to others, for example? Do they quite enjoy the power of being the HR compliance officer? Do they see their role as being about protecting employees from managers who can’t cut it?’ If you’re answering YES to any or all of these, you might have a problem. Change ready HR teams get their sense of value from creating the conditions where leaders and employees do their best work, not from a traditional caring parent or critical parental relationship.

Skills

Do your HR team really only excel in employee relations and employment policy? Yes? It’s not going to be enough! A change ready HR team needs to have a blend of skills in disciplines such as marketing, agile product design and behavioural science. If not, we risk trying to deliver the same old stuff in the same old ways.

Relationships

How tight is your team? Have they managed to overcome the traditional silos of Centres of Expertise and Business Partnering to work together on shared priorities? Are they comfortable challenging each other? Or do your team meetings comprise a series of ‘show and tells’ from each department, whilst their colleagues sit scrolling on their phones? And how about their relationships outside the team? Do they REALLY know the business and understand how the people agenda drives the commercials? Do they have impactful relationships with key stakeholders and understand how different HR products will land in their area? Do they have a strong range of connections outside of HR and the organisation – to bring outside intelligence in? Change is a team sport, and you’ll need these relationships if you’re going to succeed.

Resilience

And finally, how resilient are they? Embarking on significant change is not for the feint hearted. Will they be able to hold firm when the inevitable setbacks occur? Are they flexible enough to adapt their approaches and ideas if they seem to be facing a block in the road? Do they believe, deep down, that change has to happen – and not just telling what you want to hear? Above all, are they confident? Will they back themselves against the resistors and find agile ways of working round them to achieve the goals you’ve set yourselves. More than anything, you need them to believe in what you’re doing – and themselves as being ready to take on the change.

If you want to check out the change readiness of your HR team, why not check out the HR Team Change Readiness Diagnostic here

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