“At Google, conventional business language wasn’t well-regarded. ‘HR’ would be viewed as administrative and bureaucratic. In contrast, ‘operations’ was viewed by engineers as a credible title, connoting some actual ability to get things done.” 

– Laszlo Bock, former SVP of People Operations at Google

As a business owner, you might be wondering why the transition from traditional HR to People Operations is a trend, or why it even matters. Maybe it’s not on the priority list or maybe it feels like a hollow promise move that large corporations can slap on their websites to veil their issues. But it is and has to be more than that. In today’s world, businesses are expected to prioritize their employees, foster their development and well-being, and create a positive work environment that promotes productivity and growth. And that’s where People Operations come into play.

People Operations focus on the overall management of the workforce, taking a more people-centered approach to employee management. Unlike traditional HR, which focuses more on processes and administration, People Ops is geared towards employee training, development, and engagement, with a broader scope that covers all actions that help employees be productive at work. This approach helps businesses understand the critical roles that each team member plays in making the company successful, and it prioritizes employees’ needs and well-being. 

When it boils down, it’s all about strategy. 

The People Operations (or People Ops) mindset is essential for businesses that want to thrive in the post-pandemic work environment. As Noelle Salerno at Indeed put it, People Ops is “all about putting employees first. Done right, it not only creates happy, productive employees; it also helps your organization reach its goals more effectively and efficiently”. In this approach, you’re acknowledging that they (employees) bring purpose to their roles and true satisfaction to customers’ experiences. By adopting this mindset, businesses can move away from perceiving their operations and HR processes as mechanical entities and recognize them as people-driven processes that can have a significant impact on their bottom line. 

The transition from traditional HR to People Operations is critical for the success of businesses today. It’s not just a rebranding exercise but a strategic move that acknowledges the changing needs and expectations of employees and the broader society. It’s about creating a work environment that promotes employee development and well-being, fosters employee engagement, and supports the growth and success of the business. When People Ops can be proactive instead of reactive, organizations can see improved recruitment, retention, development, training, engagement, trust, and health within the culture – and ultimately, the bottom line. Take retention for example; some studies analyzed by PeopleKeep have found when a company replaces a salaried worker, it typically incurs expenses equivalent to 6 to 9 months’ worth of salary. In the case of an employee earning $60,000 annually, this translates to recruiting and training costs ranging from $30,000 to $45,000. So you can put time and effort into establishing a plan, or roll the dice of crossing that bridge when you come to it, as it were.

Now this can’t all be philosophical, otherwise, we can spend hours talking in circles about the concept. Here are a few comparative highlights set by the Workable team:

Reactive vs. Proactive:
Traditionally, HR has been known for its reactive approach, addressing issues as they arise, such as opening a new job position when an employee departs. Conversely, people operations teams take a proactive stance, striving to cultivate a thriving workplace by implementing strategic workforce planning.

Execution vs. Strategy:|
HR is commonly associated with a task-oriented perspective, encompassing responsibilities like recruitment, payroll processing, and performance appraisals. In contrast, people operations adopt a more comprehensive outlook. It begins with aligning with the organization’s objectives and determining the necessary actions to guide employees toward achieving those goals.

Siloed teams vs. Cross-functional teams:
There is a prevailing perception that HR operates in silos, withholding information from employees and operating behind the scenes. In contrast, people operations aims to foster transparency across the organization. That’s why people operations teams comprise individuals from diverse backgrounds and departments. For instance, a team member with a technical background ensures that staff has access to and understands how to utilize essential systems, while another team member may provide training on effective meeting structures that involve representatives from different departments collaborating towards shared objectives.

The transition to People Operations is not just a passing trend or an empty gesture. It is a vital shift that businesses must embrace to thrive in today’s world. By prioritizing employees, fostering their development and well-being, and creating a positive work environment, businesses can enhance productivity, attract top talent, and achieve their goals more effectively. People Operations is not limited to processes and administration but encompasses a people-centered approach to workforce management. It acknowledges the value each team member brings and recognizes the impact of a people-driven approach on the company’s success. This transition is not merely a rebranding exercise but a strategic move that aligns with the evolving needs and expectations of employees and society at large.

By adopting the People Operations mindset, businesses can create a work environment that supports employee growth, engagement, and overall success, ultimately driving business growth and prosperity. With the help of People Ops platforms, businesses can automate tracking functions and utilize data-driven insights to make informed decisions that promote employee well-being and boost productivity. Embrace the power of People Operations and unlock the full potential of your workforce.

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Need assistance in developing a workforce strategy, reshaping your HR team, or renewing your culture? Clarity HR can help! Don’t get stuck in a cycle of reacting when it comes to your people management. Schedule a call with our team today.

We are on the journey with you. 

Written by: Noah Baker