True Human Resources

Before I jump in, let me first say, “Welcome”! I am so excited to finally be launching the official PennSquared Consulting website. Stay awhile. Look around. See what we do and how we do it… and if you are intrigued, hit that “Book Appointment” button and let’s talk!

Now, I have gone back and forth over what to write in this initial blog post. Should I stick to something really relevant right now (e.g. New overtime rules or updated independent contractor classification)? Should I jump on the bandwagon of discussing Employee PTO as summer is approaching? OR… should I lean in to something really near and dear to me, and by extension, near and dear to PennSquared…

I have been a People professional for the better part of the last 20+ years. One thing I know to be true is the American workforce is supremely distrustful of HR professionals and departments. And for good reason. Traditionally, HR departments and personnel have been tasked with a myriad of activities that directly (and sometimes solely) benefit the organization. Over time, however,  we’ve learned that the bottom line – whether its profits or people – is also best served by a better understanding of the workforce. We have to measure employee engagement, build inclusive cultures, and make the workplace a psychologically safe place – a pivot that requires HR professionals to care about the people closest to the work.

For me, I became an HR professional because I care about people. It has always been integral to any work I have done in the People space. We spend more time at work than we do anywhere else in our lives and I genuinely believe it should not only be a place where we are content, but possibly also… enjoy? 

This can be difficult to achieve. Many nonprofit organizations seem stuck in the past, clinging to old traditions, recycling the same language and form templates (that are likely out of date and out of compliance). Others attempt to rely solely on technology and systems updates to bring them out of the dark ages. Both, ignoring the impact this has on their staff, and by extension, the work. For today's organizations to be truly agile, adaptable, and tuned into what helps their employees be most productive, a shift in mindset is required. It may seem daunting, but I know it’s possible for the small nonprofits I seek to serve. Leaders and HR professionals can care for their staff AND do what’s right for the organization — not as a lofty goal or aspiration, but in real time. It requires intentional, curious, and compassionate leadership and a desire to move beyond the adage that an organization's most precious resource is its people to create True Human Resources. This means ensuring that staff are:

• Happy, healthy, and engaged;

• Equipped with the information and training they need; and

• Empowered to do the “heart” work necessary for mission-driven organizations to be successful.

Leaders and HR professionals can start by taking a real look at their policies, practices, and procedures and refining them against their organizational core values and operating principles. Finally, by seeking the greatest impact possible to their staff and their target population, an organization can turn the corner from being reactive to proactive. 

If this resonates with you and you are ready, reach out and let’s discuss how PennSquared can help.