How do you cope with the uncertainty and complexity of the global business environment?

-Clearly articulate ideas and information. -Active listening to understand others. - Encourage open and transparent communication within teams. - Prioritize tasks based on importance and urgency. Set realistic deadlines. - Avoid multitasking to maintain focus and quality of work.

very successful HR strategy must align with the company’s overall business strategy. In today’s ever-changing work world, it’s best practice to build a people-first and agile business strategy built to adapt to unforeseen challenges. The timeline should identify goals that HR leaders aim to reach throughout the year and in the long term. Routinely reassessing milestones can help companies stay on track while adjusting to unpredictable changes in the market.

Once you’ve developed goals, identify four to seven key performance measures that describe the current level of performance of the HR function. Make sure these measures are specific, quantifiable and clearly tied to the desired performance, and use those same indicators to measure performance in the future. Craft a clear and concise statement that captures the core of the strategy and summarizes the key objectives on which the HR function will focus over the next year. This empowers your organization’s HR professionals and employees to contribute positively to enterprise objectives. Tailor the communication to each stakeholder group to provide employees with direction for their decision making.

Providing opportunites for face to face communication can really improve the relationships between offices. Hosting global summits or workshops where all the employees on a team visit the home office or members of the corporate office visit the field offices are critical to understanding what is happening between offices and building trust that helps employees during times of uncertainty.

It pays to promote a culture of openness and free dialogue. The criticality of collaborating with others in the organization will solve such issues. Use the portal to your advantage, take feedback as an opportunity to directly address and diffuse concerns, and above all, be honest and transparent. Do not be afraid to admit mistakes or wrongdoings or attempt to deceive your employees.

As business becomes increasingly global, companies should improve their ability to build and manage a global workforce in places they have not operated before. Many companies are seeing their global footprint shift from west to east as they pursue opportunities for accelerated growth in emerging markets. Yet people-first organizations look at business problems from the perspective of how talent creates value, and HR is well positioned to bring data-driven insights to talent decisions. HR can arm itself with data-driven insights and people analytics to support talent-driven transformation, and HR business partners can then consistently make talent decisions based on data.