HR professionals are proactive, strategic partners in running a business—always cultivating a balance between organizational goals and the needs of the people. HR myth may suggest, however, that these professionals alone carry the culture, order birthday cakes, plan bridal showers, and “enforce” the rules.

Truthfully, the important work of Human Resources takes the commitment of the entire team to move a company toward its purpose, and that commitment is fostered through proactive tools, clear company goals, engaged cultures and strong managers.

In this January 31 post, our friend, Bryan Brenner, at FirstPerson walks us through an important look at the new HR…

“It’s no secret the concept of brand loyalty is dying. Today’s customers are savvy. They want lasting and meaningful engagement and are only staying engaged while their needs are met. Stop fulfilling them, and the customer is gone. Your brand can no longer be the only factor keeping them engaged. As workplace leaders, it’s time to recognize that these customers are also our employees, and they expect our businesses to be reinvented and engaged in their reality and journey. It’s time to deconstruct the current HR system.


Human resources has long been the keeper of rules, the setter of processes, and the enforcer of regulations to protect both employers and employees. These tactics were necessary for setting the foundation of modern HR. But, that’s made for a “one-size-fits-all” HR system. Today, creative workplace leaders recognize a need to dismantle that system.

Organizational leaders are adopting customized internal HR systems that address meaningful issues for their employees. The process tasks that once defined HR are increasingly outsourced, while at the same time cloud-based services and mobile apps are increasing in popularity to give employees easy access to the information they need and want.

Within this evolution, human resources must also address employee demand for greater pay transparency. This doesn’t mean sharing what everyone in your organization makes, but rather establishing a clear communication strategy of how pay decisions are made. Clever organizations are working with their teams to make this desire for transparency an opportunity to engage and encourage employees by giving them insights into the payment process.

All this results in internal HR teams having more time to focus on people strategy – developing talent, understanding motivation, and as a result, understanding behaviors that drive performance.

The core advantage of a high performing organization is its people. To cultivate a high-performance culture, you must have:

  1. Employees who understand your mission, vision, values, and how to contribute
  2. A culture where people want to be, feel good, and can do their best work

Millennials are the ones bringing forward this new world for HR and for business in general. So, how will you view what Millennials are showing us?  Consider what you do or don’t like about it, and perhaps you’ll see it as a gift. Let’s embrace it as a reality, as changes happen within every generation.

Take a deeper dive on this topic: listen to Bryan’s podcast here.”

For HR consulting or toOLS to measure your culture + engagement, get in touch with us!