Okay, People Partners, sometimes this gig feels like we’re juggling a million things – part confidante, part fire extinguisher, and always the person folks turn to when the “people stuff” hits the fan. We’re constantly trying to get the real story, not just the headline screaming “urgent help needed!” And you know how our brains work – we spot a pattern, right? See a bunch of feedback about “communication breakdowns”? Our instinct might be to dust off the old company-wide email template. But honestly, sometimes that’s about as effective as trying to navigate a new streaming platform for the first time (I still struggle with this). You’ll probably get there eventually, but is it the easiest or most user-friendly path? Probably not.
That’s where our natural sense of “hmm, tell me more…” needs to shine – in a way that’s super respectful and open to everyone’s experience, of course! We need to be genuinely curious about the whispers in the virtual hallways, the subtle shifts in team vibes during those endless video calls, and the human stories tucked away in those engagement survey numbers. Because let’s face it, sometimes what lands on our desk – like a sudden spike in folks leaving one team – is just the tip of the iceberg. The real story, maybe a disconnect between a new leader’s style and the team’s groove, needs us to dig a little deeper.
So, how do we move beyond those quick fixes and really lean into our natural curiosity in a way that makes everyone feel seen and heard, especially in a corporate setting? Here are a few ways to fuel that inquisitive spirit with some relatable examples:
Channel Your Inner Toddler: Embrace the “Why?” Remember that phase where “why?” was the answer to everything? Turns out, that inherent curiosity is actually a superpower in our world! Being truly open-minded as a People Partner means resisting the urge to jump to conclusions based on the data staring us in the face or what’s worked (or maybe hasn’t worked!) before. Instead, it’s about approaching each situation with a genuine desire to learn from every single angle.
People Partner Moment: Imagine you’re hearing from several folks in Sales who are feeling totally frustrated with the new CRM system. A less curious approach might be to just flag it to IT for bug fixes or resend the training guide. But a People Partner with that inquisitive spark would ask:
- “Help me understand why this new system is causing such friction for the sales team? What specific parts of their day-to-day are feeling clunky?”
- “What were the hopes for the why behind this new system? What problems with the old way were we trying to solve, and are we actually getting there?”
- “I’m curious how different folks on the team, with varying levels of comfort with tech, are experiencing this. What’s been easy for some and tough for others?”
By asking “why” from different perspectives, you might discover the real issue isn’t just technical glitches, but maybe a lack of understanding about how the CRM fits into their actual sales process, or perhaps folks felt their input wasn’t valued during the rollout. This deeper understanding helps us create solutions that actually hit the mark, like tailored training or tweaking the process itself.
Step Back from Assumptions: Become an Observer Extraordinaire. We all bring our own experiences and viewpoints to the table, and sometimes those can create assumptions, especially when we’re dealing with company culture or past initiatives. Maybe a similar reorg in the past stirred up a lot of anxiety. But when we listen with curiosity, it’s about putting those pre-formed ideas on the shelf for a bit. Approach each interaction like you’re stepping into a new team dynamic, eager to understand its unique landscape without any preconceived notions.
People Partner Moment: A manager comes to you consistently mentioning a team member who seems “disengaged.” An approach based on assumptions might be to label that person as a “poor performer” based on past situations. But a curious People Partner would:
- Observe that team member in meetings – are they quiet, or are they contributing in different ways that might not be as vocal?
- Listen to how their colleagues describe working with them – are there mentions of challenges, or are there also positive contributions being made?
- Seek to understand the employee’s perspective directly – “What parts of your work are really energizing for you right now? Are there any areas where you feel like your skills could be better utilized?”
By focusing on observing and setting aside assumptions, you might find that the “lack of engagement” stems from a mismatch between their skills and current tasks, or maybe a lack of clarity around their role in a new team structure. This opens up conversations about role adjustments or growth opportunities.
Unlock Deeper Conversations: Craft Inclusive, Open-Ended Questions. Questions that can be answered with a simple “yes” or “no” often shut down the conversation and the valuable insights we need, especially when we’re trying to understand complex organizational dynamics. As People Partners, we need to create space for broader sharing and make sure everyone across different levels and teams feels comfortable contributing their unique perspective. This means asking open-ended questions that invite people to elaborate and share their experiences.
People Partner Moment: Instead of asking a team after a new policy drops, “So, everyone’s clear on the new hybrid work policy, right?” (which might get some polite but maybe not-so-truthful “yes” responses), a curious People Partner would ask:
- “What are your initial thoughts and experiences as we’re all navigating this new hybrid work setup?”
- “What are some of the unexpected wins or challenges you’ve encountered so far with this new way of working?”
- “From your perspective, how has this policy impacted how your team connects and collaborates?”
- “What questions or areas of uncertainty are still on your mind as we continue to adapt to this policy?”
These open-ended questions encourage folks to share their individual realities, uncovering potential misunderstandings, unforeseen hurdles, or even really smart ways different teams are making it work. This richer information allows us to provide more targeted support and give more insightful feedback to leadership.
At the end of the day, being a truly stellar People Business Partner isn’t just about rolling out HR programs; it’s about building deep understanding and real connections across the organization. And one of our most powerful tools is nurturing that genuine curiosity, asking thoughtful questions that invite everyone’s voice to the table, and truly listening to the diverse experiences around us. It might take a little more intention and time than reaching for the same old solutions, but building that inclusive understanding leads to solutions that not only address the root cause more effectively but are also more fair, sustainable, and supportive for everyone. Plus, you’ll undoubtedly deepen your own understanding of the incredible human stories within your company, making you an even more insightful and impactful partner.
