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HR Leaders: focus on business outcomes, not just HR metrics

In my 25+ years in HR, I’ve noticed that many HR teams get caught in the weeds tracking open jobs, employee turnover, and engagement scores without clearly connecting those metrics back to the organization's core business goals. 



As strategic partners, HR leaders need to align our work directly to revenue growth, profitability, product roadmaps, and other key organizational outcomes. Doing so ensures that HR initiatives DIRECTLY tie to real business impact vs. operating in a vacuum. 🌌 



For example, if the organization needs to accelerate the product roadmap, HR should focus investments on building project management and agile development skills. If geographic expansion is a priority, HR needs to have an international recruiting plan in place.



Connecting HR back to the business is admittedly harder for teams caught in day-to-day employee relations and operational activities. But taking a step back to develop an integrated “people plan” ensures that HR leaders keep sight of the bigger picture. 👀



The best HR leaders serve the organization by diagnosing root causes and prescribing targeted treatments - not just addressing surface-level symptoms. That starts by tying HR strategy tightly to the most important organizational goals. 🖇️


If you’re an HR leader at an investor-backed tech company looking to level up your strategic impact, check out the People Leader Accelerator. Typical graduates receive promotions and 30%+ pay raises within 6 months. 🤓

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