It Started with a Sales Slump: How HR Earned Its Seat at the Table
You know that moment when a number drops and suddenly everyone’s looking at HR like, “Well, can you fix it?”
It happened with one of my clients not long ago. Turnover was high and sales were down in a key region. On paper, it looked like a pure revenue problem. But when we zoomed in, it wasn’t a pricing issue, or a product flaw. It was people. New hires were floundering, and the frontline managers were overwhelmed and under-supported. Cue the classic HR challenge: be strategic, but also tangible. Show impact, not just effort.
This is where the idea of a closed-loop HR strategy really shines.
What’s a Closed-Loop Strategy, Anyway?
Think of it like this: start with what the business is already measuring — revenue, retention, project delivery, customer satisfaction. Let those numbers show you where to focus. Then bring in targeted HR strategies that directly address those business gaps. And finally, come full circle by measuring success using those same business metrics.
Simple? Maybe. But powerful? Absolutely.
Start with the Business, Not the Buzzwords
Before you send out another engagement survey or launch a shiny new leadership training, pause. What’s actually going on in the business?
Ask questions like:
Where are we losing money?
Which teams are missing deadlines?
Where’s customer satisfaction dipping?
What’s keeping leaders up at night?
The business will tell you where to look — if you listen.
Then, Zoom in on the People Stuff
Once you know where the business is hurting, it’s time to get curious about the human side. Is a drop in sales really about strategy? Or is it about turnover, training, or overwhelmed managers?
People problems often hide behind performance issues. But when you dig, you’ll usually find things like:
High performers leaving quietly
Communication breakdowns
Burned-out teams disengaging
Leaders struggling to lead
These are the stories behind the stats.
Focus Where It Matters Most
It’s tempting to do everything — more coaching, more training, more programs. But this approach asks: where will HR make the biggest difference right now?
In the case of that sales group, the answer was clear: fix onboarding.
So we revamped onboarding and training for new hires. Not because it sounded good — but because it was exactly what they needed.
And Then? You Measure Again.
6 months later, new hires were hitting their onboarding goals and turnover was down 30%. Not because HR did “something,” but because HR did the right thing, tied to a real business goal.
That’s the magic of the closed loop.
You don’t just throw solutions at the wall and hope they stick. You track, tweak, and tie it all back to the numbers that matter.
HR as a Growth Lever, Not Just a Support Function
This approach isn’t about proving HR’s worth. It’s about aligning with what already matters to the business — and showing up with people-first solutions that actually move the needle.
Because when HR drives results that show up in black-and-white business data, no one questions your value. You’re not fighting for a seat at the table — you’re already sitting there.
So, what’s your sales slump?
Where’s the gap between what your business wants and what your people can deliver?
Start there.
Loop it back.
And watch HR become your organization’s secret weapon
