HR mission statements can inspire the workplace and increase support from senior management and executive leadership.

More often than not, HR mission statements are poorly written and don’t reflect the organization’s overall business strategy.

The worst are so full of HR jargon and consultant-speak that they beg to be ignored. “Most people don’t understand what an HR mission statement is. It’s usually so watered down, and so unbusinesslike that HR shouldn’t distribute it.

Proper mission statements are more than a series of bumper-sticker proclamations. They provide genuine guidance, helping to align HR activities with broader business goals.

Take the following steps to create a business-focused mission statement:

·         Brainstorm

About HR’s goals, values and priorities.

Consider the following questions: How do you spend most of your time?

How would you like to spend most of your time?

What have been HR’s top accomplishments? Why?

What are HR’s most important contributions and how will the mission statement support them?

·         Talk with top executives, including those in sales, operations and marketing. Ask them what drives the organization’s goals and strategies

·         Distill the core values and organizational drivers down to two-to-five precise, compelling sentences.

·         Determine which HR activities don’t support the statement and consider curtailing or dropping them.

As you define what you will do, define what you will no longer do.

·         Distribute the mission statement to executives and managers with a memo outlining its goals and return-on-investment potential.

·         Ask for executive feedback. Revise the mission statement accordingly.