Your team's goals clash with HR's priorities in a restructuring. How do you find common ground?

Firstly, emphasize the shared objective of organizational success, highlighting how alignment between team goals and HR priorities can contribute to achieving broader company objectives. Next, foster an open dialogue to identify areas of overlap and potential synergies between the team's goals and HR's priorities. Encourage brainstorming sessions where both parties can explore creative solutions that accommodate each other's needs while addressing overarching business requirements. Additionally, leverage data and evidence to support proposed strategies, demonstrating the potential benefits of finding common ground.

Such clashes need immediate understanding and communication. Don't brood over it and increase cold tension. Call a meeting to understand the view points of your team members. If some logic are good, you can incorporate and strike a balanced compromise to let people in your team know that they are heard. After implementation also keep having frequent dialogues to ensure people are heard and their challenges of placing company first on certain things are appreciated. Let them know how their efforts now help company in aligning with their greater goals and objectives. There should be a scheme of rewarding when team meets target despite of all odds for the recognition of their efforts. This is the way to navigate this disconnect.

Team goals and HR priorities clashing in a restructuring? Here's how to find common ground: Meet with both sides to understand their reasoning behind goals and concerns. Look for areas where your team's goals and HR's priorities might actually align. Brainstorm Together Show HR how achieving your team's goals benefits the restructuring's overall success. Back up your arguments with data on how your team's goals lead to positive outcomes. Communicate Openly While adjustments might be needed, prioritize the team and organization's long-term success.

He aprendido que la estructura viene posterior a la estrategia y eso implica que los líderes y su toma de decisiones estén en la misma línea, más que una posición de RRHH responde a una necesidad de la compañía, por lo tanto RH debe tener una alta capacidad de evaluar y orientar estas necesidades para estar en el marco legal y regulatorio.

Open Dialogue: Initiate open and honest discussions with HR to understand their priorities and share your team's goals. Seek to understand their perspective fully. Identify Overlaps: Look for areas where your team's goals align with HR's priorities. Highlight these overlaps to build a foundation for collaboration. Compromise: Be willing to adjust your team's goals to align more closely with HR's restructuring plans. Find mutually beneficial solutions. Focus on Shared Objectives: Emphasize the common objectives, such as improving efficiency, enhancing employee satisfaction, or achieving long-term growth. Regular Communication: Maintain ongoing communication to address concerns and adjust strategies as needed.

Comunica los objetivos de recursos humanos de manera clara y transparente a tu equipo. Asegúrate de explicar el “por qué” detrás de cada decisión y cómo estas decisiones impactan a la organización y al equipo. Fomenta un entorno donde tu equipo se sienta cómodo expresando sus preocupaciones y sugerencias. Organiza reuniones regulares para discutir las percepciones y preguntas que puedan surgir.

Sin dudarlo la comunicación debe ser efectiva, desde el momento de plantear las reestructuraciones y nombrar líderes en los procesos a modificar, es un trabajo en conjunto, comunicación clara, transparente y directa, enfocada en los resultados planteados y entender cómo las propuestas de las áreas suman a los resultados.

Before responding, actively listen to understand the perspectives and concerns of all parties involved in the conflict. This demonstrates respect and helps uncover the root causes of the conflict. Clearly articulate your own perspective or position on the conflict. Be transparent about your concerns, objectives, and desired outcomes. Avoid ambiguous or vague language that can lead to misunderstandings. When expressing concerns or grievances, use "I-statements" to convey your feelings and experiences without blaming others. For example, "I feel frustrated when deadlines are not met" instead of "You never meet deadlines."

Both teams typically aim to enhance productivity. HR can support this by ensuring effective recruitment practices, providing training and development opportunities, and implementing performance management strategies that motivate employees. A positive workplace culture is crucial for both teams. HR can focus on fostering a supportive environment through initiatives like employee recognition programs, diversity and inclusion efforts, and promoting work-life balance. Engaged employees are more productive and satisfied. HR and teams can collaborate to create engagement initiatives such as feedback mechanisms, team-building activities, and career development opportunities.

Finding alignment between your team's goals and HR's priorities means looking for the common ground that supports both. Identify shared objectives, such as maintaining productivity or fostering a positive workplace culture. Propose solutions that help achieve these shared goals while also addressing the specific concerns of your team. For instance, if HR needs to reduce headcount, suggest training programs that could upskill remaining team members to handle new responsibilities.

Identifica áreas donde los objetivos de tu equipo y los de recursos humanos se superponen. Busca puntos en común que beneficien a ambas partes, como el desarrollo de talento, la mejora del bienestar de los empleados y la eficiencia organizacional. Trabaja con tu equipo para alinear sus metas individuales y colectivas con los objetivos de recursos humanos, encontrando maneras de integrar ambas perspectivas en la estrategia de reestructuración.

Las estructuras vienen formadas de talento y de sus capacidades, sumando a los resultados del negocio, ese es el terreno en común, si se hablan de métricas y aportes al cumplimiento de las metas, es la mejor alineación. Las áreas construir propuestas que vayan en ese sentido y que RRHH tenga también la capacidad de valorar y apoyar o reordenar las mismas.

Negocia compromisos que permitan alcanzar un equilibrio entre los objetivos de tu equipo y los de recursos humanos. Sé flexible y dispuesto a hacer ajustes donde sea posible para acomodar las necesidades y preocupaciones de ambas partes. Considera los impactos a corto y largo plazo de los compromisos que estás dispuesto a asumir. Asegúrate de que cualquier acuerdo sea sostenible y beneficioso para la organización en su conjunto.

Mi opinión es que permanentemente hay que adaptarse a los diferentes ajustes que puedan surgir. La flexibilidad es una demostración de adaptación ante los entornos cambiantes. Siendo fieles a los resultados planteados.

Clarify the fundamental goals and priorities of each party involved. Understanding the underlying motivations helps in finding areas where compromise is feasible without sacrificing critical objectives. Look for solutions that offer mutual benefits and align with broader organizational goals. Highlighting shared interests can facilitate a more collaborative approach to compromise. Determine which goals are non-negotiable versus those that are flexible. Prioritize essential needs that must be met to maintain team effectiveness or HR compliance while being open to adjusting less critical goals.

Establece equipos de trabajo que incluyan miembros de tu equipo y representantes de recursos humanos para trabajar juntos en la implementación de la reestructuración. Esto fomentará una mejor comprensión y cooperación. Promueve una cultura de colaboración y apoyo mutuo. Organiza talleres, sesiones de team building y otras actividades que fortalezcan las relaciones entre los diferentes departamentos y equipos.

Los equipos funcionales cruzados, que se conforman con integrantes de las áreas donde también participa RRHH son una forma de construir en equipo, de colaborar y ahorrar esfuerzos y además aportar de manera efectiva a la ejecución de la estrategia.

Clearly communicate the reasons behind the restructuring and the objectives HR aims to achieve. This helps team members understand the context and rationale, reducing uncertainty and resistance. Encourage open dialogue by actively soliciting input and feedback from key team members. Listen attentively to their concerns, ideas, and suggestions regarding the restructuring plan. Involve team members in brainstorming solutions and alternatives to address challenges arising from the restructuring. Encourage a collaborative approach to problem-solving that leverages diverse perspectives.