How HR Professionals Can Speak the Language of Business

Human Resource and People professionals play a critical role in organizations, ensuring the success of their people and aligning People initiatives with business objectives. However, HR can sometimes be perceived as operating in a silo, detached from the core functions of the business. To overcome this perception and effectively communicate the value of HR, professionals need to speak the language of business.

What does it mean to speak the language of business?

Speaking the language of business means understanding and using the terminology, concepts, and metrics that are important to business leaders. It also means articulating the value of HR initiatives in terms that resonate with business leaders.

Why is it important for HR professionals to speak the language of business?

There are several reasons why it is important for HR professionals to speak the language of business. First, it helps to build credibility with business leaders. When HR professionals can speak the same language as business leaders, they are more likely to be seen as trusted advisors and partners. Second, it helps to ensure that HR initiatives are aligned with business goals. When HR professionals understand the business and its goals, they can better develop and implement HR initiatives supporting them. Third, it helps to communicate the value of HR. When HR professionals can articulate the value of their initiatives in terms that resonate with business leaders, they are more likely to get the support they need to implement those initiatives.

How can HR professionals learn to speak the language of business?

• Understanding the Business: To be effective, HR professionals must deeply understand their organization's products, services, industry, and competition. By gaining insights into the company's strategy, goals, and challenges, HR can proactively align its initiatives with the broader business objectives. This knowledge enables HR professionals to develop tailored strategies addressing the organization's needs. Read business books and articles, attend business conferences and workshops, listen to business podcasts, and network or shadow business leaders. Finding a mentor who is or was a CEO who can help you is invaluable.

• Using Business Language: HR professionals should avoid using HR jargon and instead frame their conversations in terms that resonate with business leaders. By incorporating the language of the organization's goals and objectives, HR can effectively demonstrate how their proposals or recommendations directly impact the business's success. This approach helps build credibility and strengthens the HR function's integration within the organization.

• Focusing on Key Performance Indicators (KPIs): Measuring and tracking the effectiveness of HR initiatives is crucial. HR professionals should identify and utilize KPIs that align with the organization's goals. For instance, instead of solely discussing employee satisfaction, HR should highlight how it influences productivity and is tied to increased revenue and customer satisfaction. By demonstrating the connection between HR metrics and business outcomes, HR professionals can showcase the tangible value they bring to the organization.

• Quantifying the Impact: Data-driven decision-making is becoming increasingly important across all business functions, and HR is no exception. HR professionals should leverage data and metrics to quantify the impact of their initiatives on the business. Professionals can demonstrate HR programs' tangible return on investment by showcasing how HR actions have positively influenced vital business metrics. This may be challenging to do, but HR professionals should, at the minimum, start looking for and at the data.

• Aligning HR Initiatives with Business Goals: Effective HR initiatives are those that directly support the organization's overarching goals. HR professionals should develop and implement programs aligned with the business's strategic priorities and main goals. For example, if the company emphasizes innovation, HR can design training and development programs that foster creative thinking and problem-solving skills. HR professionals contribute to the organization's success by ensuring alignment while establishing themselves as strategic partners.

• Storytelling: Clear and concise communication is essential for HR professionals to convey the value of their initiatives to other business leaders. Using data to support arguments, HR professionals should articulate the benefits of their proposals compellingly. When HR professionals highlight the long-term advantages and tie them directly to the organization's goals, they gain buy-in and build collaborative relationships across departments.

HR professionals who speak the language of business are better able to build credibility, align HR initiatives with business goals, and communicate the value of HR. By taking the time to learn the language of business, HR professionals can elevate their role and contribute significantly to the organization's overall success.