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With the first six months of 2026 almost complete, HR teams may be reflecting on the impact of their work so far and how it has enabled business outcomes. For example, if Revenue Growth is a priority (e.g., increasing income through higher sales, customer acquisition, or market expansion), you might ask: How did our talent practices strengthen the capabilities of revenue-impacting teams? Where did workforce decisions (hiring, development, mobility) support growth priorities? How did we ensure the right people were in the right roles to enable expansion? While Revenue Growth is one example, the same approach can be applied to outcomes such as Profitability and Margin Improvement, Operational Efficiency, Customer Experience and Satisfaction, and Strategic Agility and Organizational Adaptability, to name a few. To make this easier to put into practice, I’m sharing an excerpt slide from my private community for internal HR practitioners Talent Edge Circle. The slide shows an example of how HR work impacts the five business outcomes. You can use it as a starting point and modify as needed.
