How to get management to listen to the HR department

Many HR departments feel that they are working against the wind. Last autumn we held a webinar with the rhetoric expert Pontus F. Christoffersen as a guest. Together, we explored how HR departments can work to make management realize the value of their initiatives. Pontus himself has trained over 30,000 managers and HR departments and gave concrete tips on how you can improve your communication to get management on board.

Use effective communication

"I have worked with so many HR departments and very often the departments speak different languages. But with simple tools, we can take HR's suggestions and tell them in a way that makes management immediately feel that 'Aha! Of course we must focus on this,'" says Pontus.

Leverage AI to find arguments

With the help of AI, you can find arguments for your initiatives based on the management's focus. Ask questions about how your HR initiatives can contribute to the company's overall goals. The answers can help you identify strong arguments to support your proposal. If you also present the arguments together with concrete, fact-checked data, it increases your chances of getting the proposal you present through. The management appreciates seeing in black and white how the initiative can make a difference.

Examples of prompts for e.g. ChatGPT can be: “Present some research-based arguments for reducing the number of conflicts in the workplace. Include source references.”

Create engagement through storytelling

Use the power of storytelling to make your HR initiatives easier for management to embrace. By telling a story that illustrates the positive effects of an initiative, or by showing concrete examples from other companies, you create an emotional connection and increase the chance that management will recognize and see the value in the proposal.

Adapt the message to the recipient

It is also important to adapt your message to the recipient. Different leaders are motivated by different things; some are more focused on numbers and results, while others value soft values ​​more highly. By tailoring your message so that it reflects the recipient's values ​​and goals, the chance of your message landing on the right foot increases.

Zooming – widening the perspective

Basically, zooming is about diving deep into specific details and then zooming out to show how the bigger picture is affected by small adjustments or events – and vice versa. By showing the direct connection between HR's proposition and the company's success, zooming makes it easier for management to see the full potential of HR initiatives.

Follow up on the soft values

Don't forget to quantify soft values. You will get a comprehensive picture of the organization's needs and challenges. Data on the soft values ​​can be extra valuable for the HR department, which is after all responsible for the employees' well-being. There are different ways to collect them.

In-depth interviews

In-depth interviews are a way to measure soft values.

"I sometimes visit organizations to write confidentiality agreements and speak with employees. They often fear sharing their concerns with management due to potential repercussions. I gather this information and then develop training programs based on their feedback," explains Pontus.

Anonymous employee surveys

Another effective way to collect data on soft values ​​is through anonymous employee surveys. Here, employees are allowed to express their opinions and feelings without fear of reprisals. By using well-designed questionnaires (in the Hailey platform you will find ready-made templates), the HR department can gain insights into everything from the work environment and work culture to the employees' commitment and level of satisfaction. The results of the surveys can then be analyzed to identify patterns, trends and areas that need improvement.

Involve management

Not listening to the HR department's suggestions is a bad idea, Pontus believes.

"The success factor for all organizations is to have skilled employees who are motivating, high-performing and loyal. It is the foundation for a well-functioning organization. To then say that HR is not part of the core business, it becomes strange.”

"But no one likes to be convinced by anyone but themselves," he continues.

Therefore, you are right to discuss rather than present ready-made proposals. Sometimes it can be easier to convince management of an idea by letting them talk themselves into it. Ask to discuss various problems and potential solutions with management. You can also have ready-made proposals ready, but make sure there are several and be clear that you are seeking management's valuable input on them.

Focus on the opportunity cost

A safe bet for those who want to convince management of the HR department's proposal is to discuss opportunity costs. Demonstrate the long-term benefits and cost savings that HR initiatives can bring, compared to the cost of inaction.

Studies show that employees who experience a bad conversation climate produce 30-40 percent less than those who do not. Here it is easy to calculate the opportunity cost based on the median salary at the company.

The webinar with Pontus gave us many practical tools and strategies to effectively communicate and propose initiatives to management. By following the tips, the HR department can not only increase its influence, but also contribute more directly to the company's success.