HR’s Perceived Business Impact, and Why the C-Suite isn’t Buying It

Ever feel like you're shouting into the void? That's how many HR leaders feel these days. There's a growing chasm between HR and the C-suite, and it's not just a communication breakdown - it's a full-blown misalignment that's threatening to derail our people strategies.

But here's the cold, hard truth: we're missing out on a goldmine of employee insights. And it's costing everyone. Big time.

According to a recent survey, only 48% of HR leaders believe their C-suite takes employee engagement survey data seriously. Let that sink in for a moment. Less than half. It's like we're all playing a game of telephone, but the message is getting lost before it even reaches the top.

But wait, it gets worse. A measly 27% of HR leaders think their C-suite sees HR's impact on business revenue. Ouch. That's not just a gap - that's a Grand Canyon-sized chasm.

So, what's an HR leader to do? How do we bridge this gap before it swallows us whole?

Here are three tips to get you started:

1. Speak their language: It's time to ditch the HR jargon and start talking business. As Cara Brennan Allamano, Lattice's chief people officer, puts it: "A strong, strategic CPO should have a deep understanding of the company's business goals and objectives, using those as a north star to design talent strategies that contribute directly to achieving those goals." In other words, stop trying to force-feed the C-suite your HR ideals and start aligning with their vision.

2. Embrace the tech revolution: If you're still relying on spreadsheets and annual surveys, you're living in the Stone Age. It's time to level up. The data doesn't lie: HR leaders who exceed their goals are almost three times more likely to use performance management software. So, stop resisting and start investing in tools that can help you deliver real-time insights.

3. Get comfortable with discomfort: Difficult conversations are... well, difficult. But they're also necessary. As Gianna Driver, CHRO at Exabeam, says: "Don't shy away from the hard conversations. Instead, advocate for being included in conversations where you can add value. And don't be afraid to be wrong, but don't be afraid to be right, either." It's time to put on your big kid pants and speak up.

Look, I get it. Change is hard. It's messy. It's uncomfortable. But you know what's even harder? Watching your people strategy crumble because you couldn't bridge the gap with your C-suite.

It's time to stop playing it safe. It's time to start Lyssining. Because when we truly listen - to our employees, to our leaders, to each other - that's when the magic happens.

Are you ready to unlock the goldmine of employee insights? Are you ready to transform your HR strategy from a nice-to-have into a business-critical powerhouse?

The choice is yours. But remember, in the words of Donald Knight, CPO at Greenhouse: "HR leaders view AI as a tool, rather than a threat." So, why not use every tool at your disposal to close that gap and drive real, meaningful change?

It's time to stop shouting into the void. It's time to start a real conversation. Are you in?