You’ve built a smart new HR process, maybe it’s a new performance review framework, a leadership programme, or a new HRIS. It aligns to your strategy. It’s employee-centred. It’s exactly what the business needs.
But… leadership still needs convincing.
Here’s how to secure buy-in that’s more than a signature, and turn your leaders into champions, not blockers.
HR language can sound soft to a commercial audience. So instead of saying:
“This new tool boosts engagement and culture alignment”
Try:
“This process reduces turnover costs, strengthens manager performance, and gives us real-time data we can report on.”
Map every feature to a metric, think retention, productivity, risk, efficiency, time-to-value.
Is the business scaling? Managing change? Trying to drive growth or stabilise culture?
Position your HR process as a tool to deliver those outcomes, not a side project.
“To support our next growth phase, this will help managers deliver faster, more consistent onboarding.”
“To reduce flight risk, we’re launching a lightweight performance cycle focused on clarity and retention.”
No urgency, no attention. Show what’s broken, what it’s costing the business, and what will happen if nothing changes.
Use hard numbers where you can, even rough estimates help:
Time wasted on manual processes
% of leavers without a performance review
Missed insights due to lack of data
Busy leaders don’t have time for deep dives, so summarise your case in five slides or fewer:
Problem
Opportunity
Solution
Impact
Ask
Add an optional appendix if needed, but lead with punch.
They’ll want to know:
What will this cost (money, time, people)?
What’s the return, and how will we measure it?
How do we know it’ll work?
Answer confidently, and flag the risks of not doing it.
With Thesmia, you can generate:
Strategic prompts to build your case
Leadership-ready decks and talking points
ROI language, visuals, and objection handling
Comms to cascade the “why” across your org
Just type a / in the prompt library to get started.