I live in a conflicted place… pretty much in every area of my life, but especially when it comes to HR Tech.

As a consultant, I help clients implement technical solutions. I believe in the ability of technology to make business and life better. I also work in HR and so this should be an exciting time. Just google “HR Tech” and you’ll see what a diverse and active space it is.

But, the term HR Tech nags me. It seems superficial like technology can just overlay people and achieve value. Clearly, technology can be implemented wisely to improve things, but it can get overwhelming sorting through the buzzwords to determine if there is value to you, your department, and your organization. 

If that’s you – overwhelmed – then I recommend you take a step back and remember people first, then tech. Here are some tips on doing that.

Talk to People, Then Prototype

Maybe you’re looking to implement a technical solution to an existing problem. For example, you want to make the process of collecting feedback for performance reviews easier. Spend some time with managers and employees and ask for their insight on the process. Trial run a new process with basic tools (like Google Docs) and see if you can identify the components that are unique to your culture and your business. Identify the components that are non-negotiable and areas where there is potential for significant improvement before evaluating a technical solution. 

Know the Why

Let’s say you’re looking to monitor and improve employee engagement using an online tool. Before you start investigating the options (which there are a lot), think about what you’re looking to do with the information. Talk to your senior leadership and see what they are interested in and where there is an opportunity for improvement. You may need to state objectives in a way that resonates with them, but it still must make sense for employees. Spend some time considering why you’re looking to improve engagement (or whatever aspect you’re considering) and articulate that clearly to yourself and your team before you dive into the technical options.

Use a Project Approach

To get ideas on using technology in HR, you’ve probably looked at tools and packages available in the market. However, when you’re ready to move past “just browsing,” a project approach will help you either move forward or settle on leaving well enough alone. A project has a start, an end, activities, and milestones along the way. Write those out and make them visible for yourself and the stakeholders. For example, the project may be to make a decision on a new training system. The decision is the endpoint of that project. The activities would be brainstorm possibilities, interview staff, outline 3 options, give an executive briefing, and decide on the next steps.

I love technology and get excited about the possibilities it provides. However, just because it is labeled HR Tech doesn’t mean it will help the people in your organization. Use these techniques to keep the focus on the people, which is the core of HR, and you’ll find ways technology really can improve lives.  

QUESTION: What has been the greatest benefit of a technical solution in the workplace that you’ve seen?

*Originally published on LinkedIn October 29,2019