Overwhelmed by Change? 3 Tips to Help HR Professionals be Proactive
By Terri Dougherty
“What’s new?” HR professionals might hesitate to answer that question – not because there’s nothing happening, but because there’s so much going on it’s difficult to know where to begin.
Executive orders, court challenges, and ongoing political changes have required HR to be on alert this year, making sure policies, programs, and procedures are in keeping with current standards and their budget.
In addition, states are rolling out changes to paid leave, discrimination, and non-compete agreement laws that deserve attention. And there’s always the question of what will come next.
Emily Dickens, head of government affairs for the Society for Human Resource Management (SHRM), has had a front row seat to regulatory and legislative changes this year. She spoke with J. J Keller & Associates, Inc., about her tips for HR pros and others with HR duties who want to be proactive rather than reactive when dealing with all the changes.
Step 1: Breathe
It starts with pausing and realizing that you can’t do it all, Dickens said.
“The first thing I want you to do is breathe!” she said. “You cannot handle all this alone.”
Step 2: Identify what you’re good at
HR professionals should focus on their strengths and the changes they are best able to address. For other issues, they should leverage the expertise of those in their network.
“Don’t give yourself whiplash” by looking at all the changes taking place every day, she said.
Instead, focus on two or three things that fall into your wheelhouse.
“Anything outside that box, find someone else who is an expert,” she said.
Step 3: Look for partners
Those experts might be inside or outside an organization. Within their own company, HR professionals can work with their company’s legal counsel, for example, to understand the impact of legislative and regulatory changes and steps that need to be taken.
“You can lead in saying what the strategy is and let people do the things that they are good at,” Dickens noted. “You don’t necessarily have to lead everything by doing the work and executing on the work.”
If a company does not have an outside counsel, she advises HR professionals to champion for one to be added to the budget.
She also suggests that HR professionals get to know the people in their company who specialize in government affairs. “Take them out to lunch, go walk, have some or coffee,” she said. “Start talking to them about what your concerns are so that gets on their radar.”
When hiring for HR roles, she suggests looking for individuals who have expertise in areas that are not current strengths for team members. “Every HR generalist has an area they are really, really good at,” she noted.
While these strategies can’t stem the tide of change, they can make it a little easier to manage. As Dickens said, “These are practical things that can help you make your way through this.”
It’s important to remember that HR professionals shouldn’t work in isolation when dealing with change. They should pause, consider what they are best at, and tap into their network for support.
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