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Manage Stakeholder Relations

Stop guessing about stakeholders’ needs and priorities; invite regular feedback to increase trust and strategic collaboration across the organization.

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  • HR and stakeholders may have false perceptions of each other; stakeholders may be unaware of HR’s projects, and HR may be in the dark about what matters most to stakeholders.
  • It can be intimidating to ask for stakeholders’ perceptions of HR, hear critical feedback, and respond to it constructively.

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Our Advice

Critical Insight

  • Stop guessing about stakeholders’ needs and priorities; invite regular feedback to increase trust and strategic collaboration across the organization.

Impact and Result

  • Strong relationships with stakeholders start with open communication about stakeholders’ needs, priorities, and concerns.
  • Use McLean & Company’s low-effort, high-impact diagnostic – the HR Stakeholder Management (HRSM) Survey – to gain an accurate snapshot of stakeholders’ relationship with and perception of HR.
  • Understand the method and level of effort required to effectively communicate with each stakeholder group.
  • Deliver value to the organization through active collaboration, integrating talent strategy with broader organizational strategy, and regularly inviting executive input on HR’s strategic priorities.

Manage Stakeholder Relations Research & Tools

2. Review stakeholder survey results and prepare to communicate

Develop strategies for communicating with different stakeholder groups based on responses to stakeholder surveys.

HR Metrics Library

3. Meet with stakeholders and identify strategic priorities

Meet with stakeholders to discuss the HRSM Survey results, clarify expectations, and draft an action plan.

HR Action and Communication Plan
HR Stakeholders Expectations Log

4. Develop a stakeholder management strategy

Prioritize actions with stakeholders and measure the success of initiatives.

Workshop: Manage Stakeholder Relations
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Workshop: Manage Stakeholder Relations

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Analyze HRSM Survey Results

The Purpose

  • Determine which stakeholders will be a priority to build relationships with.

Key Benefits Achieved

  • Priority stakeholders identified.

Activities

Outputs

1.1

Analyze HRSM Survey results.

1.2

Assess HR’s alignment with organizational goals.

  • Assessed HR alignment with organizational goals.
1.3

Complete the Stakeholder Analysis Tool to prioritize stakeholders.

  • Prioritized stakeholders.
1.4

Identify the social styles of prioritized stakeholders.

  • Gained insight into stakeholder relationships.
1.5

Agree on the scenario that best describes the HRSM Survey results.

Module 2: Develop a Stakeholder Management Action Plan

The Purpose

  • Tailor communication strategy to stakeholder roles.
  • Create an initial action plan to present to stakeholders.

Key Benefits Achieved

  • Communication strategy tailored.
  • Initial action plan created.

Activities

Outputs

2.1

Prepare to communicate effectively with stakeholders.

  • Created strategies to communicate with stakeholders.
2.2

Draft an initial stakeholder management action plan.

  • Drafted an initial action plan.
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About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Contributors

  • Lina Bissani-Armstrong, Director of Corporate Services, AltaGas Utilities Inc.
  • Simon Blunden, Director, People & Culture, GROUPHEALTH Global Benefits Systems
  • Beth Collins Kelly, former HR Manager, Info-Tech Research Group
  • Allan Cohen, Professor, Babson College
  • Nicole Diffenderfer, Director, Human Resources, The Living Legacy Foundation of Maryland
  • Jan Grant, Learning Consultant, WorkSafeNB
  • Linda Haft, HR Manager, Magnolia River
  • Jodi Lieberman, Chief Human Resources Officer, CAPREIT
  • Jim Macdonald, Director of Human Resources, Brescia University College
  • Ilia Maor, former Senior Manager, Info-Tech Research Group
  • Schelley Michell-Nunn, VP of Human Resources, City of Ithaca
  • Jamie Neidig, Director of Product Management, Management Concepts
  • Karen Raitz, Director of Corporate Services, AltaGas Utilities Inc.
  • Jill Saverine, Head of Human Resources, Priceline.com
  • Rose Solis, VP of Human Resources, Bentley Mills, Inc

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