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The Importance of HR Benchmarking & Analysis · The Business of Alignment - Powered by The E1B2 Collective

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  So, I just had a fantastic call today, with an amazing and
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  amazing. Amazing HR executive someone
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  that I respect someone, I'm becoming very fond of someone
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  that I look up to professionally someone that I think, I think
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  just gets you And when we were chatting today, she was, she was
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  telling me that something she believes in the most is making
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  sure competitively even which I respected her being honest
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  about. But really, this from the pure
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  place of just wanting to be the best.
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  She was excited about Conducting some business with me and just
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  connecting with me because she she felt that being the best in
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  every single category. In h.r. was incredibly important
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  to her and was incredibly important to the organization
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  that she serves. Being the number one as of
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  attendance at internal comms being the number one, as it
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  pertains to all the different elements.
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  Over the employee experience, being the number one, as it
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  pertains to your hiring strategy.
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  Your job description. Outlines the tools that you use
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  within your meetings to create and conduct engagement and
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  Equitable experiences and inclusive and inclusive culture.
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  And the way that you train and lead your people from an Ellen,
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  D perspective to everything else, you can think about She
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  wanted to be the best. And I respect that so much
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  because I think there are a lot of HR Executives.
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  There are a lot of leaders in general that generally want to
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  be the best may have a perspective on being the best,
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  but they're really not challenging them themselves and
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  every single major HR category on a consistent basis.
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  Every six months, every year, analyzing benchmarking
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  understanding, they're not doing that. they're just simply not
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  doing that and I respect her so much for wanting to do that for
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  doing that for leaning into the uncomfortability.
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  Something that's very hard for human beings to do but I think
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  we all know we need to do is spend more time looking at the
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  raw version of ourselves and making two decisions.
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  Learning from what we don't do well and doubling that doubling
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  down on our strengths. Are learning from what we don't
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  do. Well and starting the process of
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  learning and developing and improving.
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  Now, the last time I checked organizations are made up of
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  literally human beings. And so this whole breakdown,
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  really, really pertains a relates is because when you have
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  a human being inside of an organization and he have goals
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  and objectives and, you know, there are things about you as a
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  human being in your behavior, your capabilities, your skill,
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  said your your timing, your mood, the the season in the
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  company, you know, there are things and moments and and and
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  and benefit of Ali sitting down and analyzing who you are.
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  And who your team is and how you all are really navigating in?
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  Are you actually touching all the different impactful areas of
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  HR or or you more leaning on your 20 years of experience in
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  areas in ways that you think will just behoove your natural
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  skill set. Yeah.
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  Behoove the team and bring some value but you're really not
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  pushing yourself. It's a very natural human being
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  thing to do that. We don't like to push ourselves
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  as a retains to Athletics, eating clean working out.
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  Going to therapy for your relationships.
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  Going to therapy for your own self having difficult
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  conversations. We avoid paying the brain is
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  designed to avoid pain. And my no anthropology friends
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  out of here. You probably know a lot of the
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  reasons why and I've done a little bit of studying in
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  Neuroscience for the punchline is the brain likes to feel nice.
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  And so we do things that are nice or that we're comfortable
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  with or that were used to So here's the direct advice, HR
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  leaders listening today, just a motivational perspective.
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  Understand, find a company, finding yourself, find the time
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  to research, understand every single macro, and micro category
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  and element 2, HR to the people experience to creating a
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  productive and efficient leader to creating great processes,
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  worker world of work in HR, technology, like understand all
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  of it like at a high level. and hold yourself accountable to
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  making sure the organization is that, you serve, Are doing all
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  of that at the best level possible.
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  Now, I know you can't do it overnight.
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  But I guarantee if today you make the decision to focus on it
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  and a 5 to 10 year window, you can be Top Class world class and
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  every major category and every minor category, that will impact
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  your people that will put employees first and that will
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  impact your bottom line. As always just a few thoughts,
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  just a few perspectives. We'll talk soon.