Want to be 'People First'? Here's How.

It sounds easy: the words ‘People Team’ and the statement ‘We are People First’.? But what does that mean?? And what are the strategies to really, truly become a People First organization??

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The last few years have been dynamic for HR:?

• The spotlight has been on prioritizing employee wellbeing, safety, workforce management through shifting business dynamics, geopolitical pressures, redefinition of skills and org structures for the future, reskilling and upskilling to meet the changing workforce demands through AI, responding regularly to societal issues, managing a return to office / hybrid workforces, and more.

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• All this has been absorbed while continuing the essentials of the function:? performance management, attracting talent, developing people, manager and leadership training, executive coaching, diversifying the workforce while focusing on a culture of belonging, listening sessions, engagement surveys, exit surveys, ensuring a pipeline of talent, strong succession planning and an emergency plan for critical roles, transparency and equity in compensation practices, ensuring benefits continue to keep pace without too much pressure on business costs, especially during an economic downturn… shall I go on?? And yes, providing data and insights on a regular basis to ensure that the function is driving business growth.?

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Wow.? No wonder more and more companies are shifting terminology to being the ‘People Function’.? No wonder we talk about being ‘People First’.? And no wonder, given the complexities of the function, stronger ‘People Partners’ are needed than ever before.? And no wonder that more Boards recognize the need for Chief People Officers to be on their Boards and, hopefully, to be slated for CEO roles.? The function has become profoundly complex, more art than science at times, and at times more science than art. ?

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So what are the strategies to drive a People First business?? Here’s my top 4.

1. The People Function Drives Business Performance

First, and foremost, the people function drives the business performance.? To be People First, while delivering on the goals of the business, there must be a deliberate and intentional process on ensuring the best talent is in the right roles where they can do their best work to drive business value.? A strong, global talent management process with accountability for seeing through action plans is a top priority. When talent is fully realizing their potential for driving the business and being recognized for their accomplishments, they are more engaged, they help the company achieve results. This is core to being People First.?

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2. Being People First Can Feel Uncomfortable

Second, being People First can feel uncomfortable, and you have to be comfortable with this discomfort.? It seems obvious, but it must be said, that businesses exist to make money:? they make money for their shareholders, to pay their executives to lead a strong and sustainable strategy while taking on measured risk, and to pay employees who are working, in many cases, long hours, which can impact their wellbeing.? Making tough decisions is part of being People First – it may mean that to establish differentiated rewards or to ensure the business is able to survive economic changes – that something else has to give, such as budget cuts, resource reallocations, etc.? Taking on these tough challenges can feel uncomfortable, but is necessary to provide differentiated rewards.

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3. The People Strategy is Prioritized by the Business

Third, your business leaders must prioritize your People Strategy as much as your Business Strategy.? These strategies go hand in hand, and a People First strategy subtly but strongly supports the business strategy.? The People Strategy should be simple, succinct, powerful, and regularly shared so that employees can see the progress and know that their development, engagement, rewards, and retention are prioritized.? One of the greatest leaders I have worked for, Fred Hassan (former CEO, Schering-Plough Pharma) had one slide that he would use at every townhall meeting to show progress on the ‘Action Agenda’.? I recently shared with Fred that I have adapted this slide and use it regularly to show progress on my actions for the People Function – it’s powerful for the People Team, the business, and employees to know that the People Strategy is at the top of every agenda.

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4. It’s Not All On the Function: It’s Also On Your People Leaders

Finally, being People First is not the job of the People Team.? It’s the job of every single leader in the organization.? The People Function name can change, the CHRO can be called the CPO, your HR Strategy can become the People Strategy, but it’s the engagement, belief, and understanding by your Leaders that is the lynchpin for lasting change. Their role in adopting a People First way of working is what creates lasting change that will make all the difference to your organization and the talent you have today, as well as the talent you want to bring in tomorrow.?