Makeover Time: PCG's HR Audit Gets A Refresh

 If there’s one thing I’ve learned over the years in Human Resources, it’s that nothing stays static - especially not compliance. As regulations evolve and the needs of our clients change, it’s crucial that we stay ahead of the curve to provide the most value to those that trust us to steer and guide their organizations from a consulting perspective…and our current HR Audit was no exception.  

We pride ourselves on being proactive and adaptable, we’re always looking for ways to improve and evolve. But sometimes, even with the best intentions, we realize that our services might not be meeting the high standards we set for ourselves and, more importantly, for our clients. Recently, I found myself at a point where it was clear: we needed to make some changes to better serve those who trust us. Our HR audit no longer reflected the caliber of service we expect to deliver. 

The Problem: Too Much "Behind the Scenes" 

When we first launched our HR Audit, we genuinely thought we’d covered all the bases. We were staying on top of evolving regulations and ensuring the content was comprehensive and relevant. But as time passed, we realized the final product wasn’t quite hitting the mark. The audit felt more like an internal tool than something clients could easily connect with. 

In short, it was too “behind the scenes.” Clients were receiving great data, but it wasn’t packaged in a way that felt polished or actionable. It’s that moment when you present something to a client, and you can see them staring at it, unsure of the next steps. That’s how our audit began to feel. 

Summarizing across multiple sectors, checking industry standards and compliance with ease!

Gaps in Communication: Translating Expertise 

As we dug deeper, we saw another key issue: a gap between our expertise and how it was communicated. What made sense to us, given our experience, didn’t always translate clearly to our clients. We were prioritizing certain tasks based on our industry knowledge, but we hadn’t done enough to ensure the data spoke for itself. This created confusion about how we prioritized next steps for our clients to understand comprehensively. 

The Shift: Adapting to Changing Compliance Needs 

On top of everything else, we knew compliance was evolving. What was up to code last year might already be outdated today. Keeping up with these changes was essential, not just for relevance, but to continue offering true value to our clients. 

If we were going to keep our HR audit useful, we needed to update it regularly to account for the latest compliance standards. We didn’t want to provide an audit that, just six months later, might be missing key updates and unintentionally expose our clients to risks. 

The Solution: A More Actionable, Client-Centered Audit 

With these realizations in mind, we set out to redesign our HR audit to be a practical, actionable tool, one that our clients could rely on with confidence. Here's what we focused on: 

• A Clean, Polished Final Product: No more behind-the-scenes reports. We wanted the new audit to feel like a finished product right from the start. It's clear, concise, and well-organized, making it easier for clients to digest and act on the findings. This comprehensive report holds value even as it changes hands within an organization, ensuring future stakeholders will understand the company’s health at the time of the audit. 

• Clearer Post-Audit Guidance: We also revamped our approach to the post-audit process. It's no longer just about identifying issues, it’s about offering clear, actionable next steps. With step-by-step suggestions categorized by priority, clients can easily understand what to focus on and how to improve their processes. 

We're excited to share this new version with our clients (current and new alike), eager to see how it helps them make more informed decisions!  

Ready for an HR audit that’s clear, comprehensive, and actionable? Of course you are! Take our ridiculously cute quiz or contact us here!