10 Keys To HR Grassroots Advocacy

I am pleased to share my latest post for the SHRM blog.

We all know the importance of grassroots advocacy. How we go about it may make the difference in whether our message is, in fact, heard. Here are ten (10) keys to consider to maximize the value of your efforts:

1. Follow draft legislation

   Of course, you should track bills in your jurisdiction. Look to see where they are in the legislative process and the purported level of support.

   But you also should be mindful of developments in other jurisdictions too, particularly neighboring jurisdictions. While all politics is local, there are trends that we ignore at our peril.

2. Evaluate bills - think critically

   When evaluating a bill, consider not only the short term but also the long term impact. While some bills may have laudable intent, there may be adverse consequences.

   For example, mandated sick pay may sound appealing, at least at first blush. But it limits an employer's ability to design a workplace-flexibility program that reflects the needs of its workforce and meets the needs of employers. One size does not fit all.

3. Know your representatives

   Whether at the federal or state level, you need to know your representatives. Visit them. And, invite them to meet with you and others.

   Of course, there will be times it will be hard for you to have direct contact with them. Develop relationships with their staffers, too. Relationships with them can be the key to success and, in most instances, staff are more accessible than your representative.

4. Build positive relationships

   You don't want to be seen as someone simply making an "ask." Make public policy a two way street.

   Offer yourself, and your company, as a valuable resource for HR knowledge. Share with your representative's staff research from SHRM (among other sources) as well as non-confidential information on your own organization to help inform their decisions.

   This can be particularly helpful in the early stages with proposed legislation. At this point, the representative may have not staked out a view.

5. Get others involved

   HR should not go it alone. Consider involving others in your organization, such as your CEO. Also, look at external organizations, such as trade or professional associations, with which you can partner. Look both nationally and locally as well.

6. Legal considerations

   Do not forget that whatever you say may be discoverable. So, breathe deeply before responding to a bill that you think could threaten your survival.

   ...