You're facing an employee pushing for a project against company goals. How do you navigate this HR dilemma?

In such cases, there should be an open discussion about the motive behind the project, its action plan and impact. If the purpose and impact of the project does not align with the organisation’s goals, then a diplomatic agreement must be achieved with the employee. There should not be a straight forward ‘NO’ rather a strategic discussion on how to develop projects which adds value to the organisation.

Navigate this HR dilemma by clearly communicating the company goals and how the proposed project misaligns. Encourage open discussion to understand the employees perspective and collaboratively explore alternative projects that align with both the employees interest and company objectives.

Compreender objetivos mútuos entre empresa e funcionário facilita alinhamento estratégico e otimiza resultados, promovendo um ambiente colaborativo e focado.

To handle an employee pushing a project against company goals, start by scheduling a private meeting to understand their perspective. Actively listen to their reasoning and potential benefits they see. Assess how the project conflicts with company goals and identify any alignment opportunities. Clearly explain the company's goals, priorities, and why the proposed project conflicts with these. Discuss potential negative impacts. Explore alternatives that align better with company goals. Offer feedback and professional development to help the employee understand strategic alignment. Follow up to ensure ongoing support and alignment with company objectives.

Assess the project objectively to determine its merits and drawbacks. Consider if there might be aspects of the project that could be adapted to align with company goals. Consult with relevant stakeholders or team members to gather additional insights on the proposal’s feasibility and potential impact.

I find to approach these topics with a positive spin would be the most beneficial. There are a few things I see. 1 - this person may not be aware of the company goals and might need some simple education. 2 - Listen to his/her opinion and the reasons for the idea. The person could have a very good point that Sr. mgt. did not see. 3 - This topic could help develop their morale and working knowledge, so redirecting the idea just a little could help out company culture or other indirect levels.

Diálogo aberto sim... mas no final, tendo o diálogo funcionado ou n?o: posicionamento firme e conclusivo. Além do acompanhamento de perto para garantir que as a??es do profissionais n?o se desalinhem com as da organiza??o.

Not sure why an employee pushing for a project would be a "dilemma" rather than an opportunity to engage with the employee? If the employee is pushing for a project that would seem to indicate they are engaged -- which would be a positive for the company. Is the employee really "pushing" "against the company goals" or is the employee "pushing" "for the company goals" in a way that may not be evident to all. Perhaps the employee has valuable information to share and/or the employee needs coaching to understand the goals and limitations of the company? In my experience, this is time for dialogue not for a dilemma.

Meet with the employee and allow them to explain their vision of the project. Discuss the companies goals, vision, mission and why you believe their project or what parts of the project does not advance the goals of the organization. Try and determine the root cause of the conflict of goals without assigning blame.

Clearly explain the company’s goals and priorities to the employee, highlighting how their project conflicts with these objectives. Provide examples of projects that align with company goals and illustrate how these contribute to overall success.

As an HR officer, it is crucial and helpful to discuss with such employee and for them to be reminded of company goals which in the first place is actually written in their employee handbook and might have been discussed during orientation. However, reminder is always the best medicine for those who are forgetting. It is our role to guide and inform them well.

After a project discussion, it's essential to step back and evaluate its potential objectively. Are there benefits that were initially overlooked? Could refining the idea align it better with our company's strategic goals? Sometimes, an employee's proposal might introduce innovative concepts that, with some adjustments, could significantly impact our growth. Stay open to these possibilities. Involve other stakeholders in the evaluation to gain diverse perspectives and ensure we're making the most of every opportunity.

Of course, the worker's idea will be taken into account, broken down and made available to my superiors if I consider that this idea is good enough for its development. The best thing to do is to discuss it with coworkers in the department so that they can contribute their point of view and thoughts.

Offering the alternative options to the employees will benefit Company as well as employees as the talent of the employee will not be wasted and will be utilized in the best possible way. Companies often disregard the interest of an employee by discouraging new initiatives however this might lead to demotivation. Employees seek guidance and follow their passion. The utilization of their expertise aligned with company goals properly advised by HR with the support of their line manager will be a great combo for a profitable company. Employees expect growth and development, financially and professionally, which is the essential part of the workforce experience and it maintains a competitive edge in today's dynamic business environment.

Explore whether there are elements of the employee’s proposal that can be modified to align with company goals. This could involve adjusting the scope, timeline, or objectives of the project. Encourage the employee to contribute to other initiatives that align with company priorities, leveraging their enthusiasm and skills in a productive manner.

Ask the employee to take time to review the project and rework it. You can discuss what alternatives may be suitable but this is an opportunity to motivate and encourage the employee to align their project with the goals of the company.

When a project doesn't align with company goals, it's important to redirect rather than discourage. Offer alternative ways for employees to channel their passion into projects that better align with the company's direction. Suggest related roles or tasks that tap into their enthusiasm while supporting organizational objectives. By providing these options, you help them stay motivated and foster both personal and professional growth. It's about turning potential misalignment into a win-win for both the employee and the company.

If the project is valuable, we can make a 360 change in the idea and form to applicate (not changing the content) to make better the laboral context in the bussines

This is where I believe most have gone against what makes this field great. In part we're here to set the proper expectations, we're masters at having hard conversations. Let the person know very frankly that we're not moving forward for XYZ reasons. Validate the merits of the proposal if necessary and explain to them we need their input on achieving company goals right now and gain buy-in and engagement.

Setting expectations is key. As an experienced HR leader, I know clear communication about priorities and resource allocation can make all the difference. By explaining why certain projects come first and how they align with our strategic goals, we empower employees to see how their hard work contributes to our success. This transparency helps prevent misunderstandings and ensures everyone is on the same page, working towards a common goal. Keeping the lines of communication open and guide our teams to aligned and impactful contributions. Not just that but this truly is a open door police and it works.

Clear communication of expectations is vital in any organization. By explaining why certain projects take precedence and how resources are aligned with strategic goals, we empower employees to understand the decision-making process. This transparency ensures that everyone knows how their efforts contribute to the company's success. Setting these expectations not only prevents misunderstandings but also guides employees towards making more aligned and impactful contributions. #Leadership #Communication #StrategicGoals

All projects have their pros and cons, but above all an importance, which will be placed by the respective departments and the company's objectives (according to its values).

Lack of follow up is often where the project breakdown. With a good follow-up support game is always a game-changer! As an HR pro, I know the value of regular check-ins to discuss progress and provide the resources needed for success. By offering guidance on tasks that align with our strategic goals, we not only boost morale but also show that every contribution matters. Ongoing support helps reinforce the message that while we can't chase every project, every employee's effort is crucial to our collective success.

Offer feedback on how the employee can align future proposals with company goals, emphasizing the importance of strategic alignment in project planning. Highlight the value of innovation and creativity but stress the need for projects to support the company’s mission and objectives.

Follow-up ensures that the employee has the resources they need to succeed. That their work is aligned with the goals and they are meeting expectations. The follow-up discussions and review of work are opportunities to reinforce the goals, vision, mission and encourage the employee and acknowledge the work that is being done. On time, on mission and within the budget