From 0 to 1: The First Steps That Can Make or Break Your Organization’s HR Transformation
As I sit down to write my first ever blog post, I find it appropriate to focus on a concept that’s foundational in HR transformation: going from 0 to 1. In my work as an HR consultant, I often see organizations eager to go from 0 to 100 in their HR strategies. They want immediate, large-scale transformation—best-in-class systems, sophisticated people analytics, fully optimized processes—all at once. But the reality is that many organizations are at a stage where they need to focus on going from 0 to 1 first.
HR transformation is not about a single leap; it’s about incremental, strategic progress. Instead of overwhelming themselves with an all-or-nothing mindset, organizations benefit more from setting realistic, achievable milestones that build momentum over time.
The Importance of Going from 0 to 1
Before implementing an advanced HR tech stack, before redesigning performance management frameworks, before rolling out a fully integrated DEI strategy, organizations need to assess their foundation. Do they have clear HR processes? Are their leaders aligned on priorities? Have they identified the most pressing people challenges that need solving today?
Jumping straight to 100 without addressing these fundamental questions leads to frustration, inefficiency, and stalled progress. Instead, organizations that focus on going from 0 to 1—establishing core HR structures, defining priorities, and setting up small, meaningful wins—are far more likely to sustain long-term improvements.
The 1st time I became HR employee #1 at a company, I thought the role would be as simple as implementing the best practices I had gathered throughout my career. I had a playbook of proven policies, processes and programs, and I was eager to roll them out. What I quickly realized, however, was that the success of any HR initiative depends heavily on the company’s maturity and readiness. Some practices that worked perfectly in larger, established organizations didn’t translate to a fast-moving startup environment.
One of the most eye-opening experiences I had was when I tried to implement a gold-standard performance management process. I had seen these frameworks work seamlessly at larger, more established companies—structured goal-setting, quarterly reviews, and formal feedback loops. I was confident it would drive alignment and accountability here, too. But I quickly realized that a process designed for a mature organization didn’t fit a fast-paced, evolving business.
Leaders were juggling multiple roles, employees craved more immediate feedback, and the business priorities shifted too quickly for rigid performance cycles. Instead of forcing a one-size-fits-all approach, I learned to scale the process to the company’s needs—starting with simple, real-time feedback practices and evolving toward more formal structures as the organization grew.
The key takeaway? Even the best processes only succeed when they align with the business’s current stage and culture.
It was an eye-opening experience that taught me the importance of meeting the business where it is—building a strong HR foundation while staying flexible enough to evolve as the company grows.
“True transformation happens when organizations commit to steady, thoughtful progress rather than chasing perfection overnight.”
The Power of Incremental Milestones
Rather than treating HR improvement as an overwhelming mountain to climb, organizations should focus on strategic milestones:
0 to 1: Establish foundational HR policies, clarify leadership alignment, and address immediate people challenges.
1 to 10: Implement initial process improvements, introduce basic HR technology, and begin building a culture of continuous improvement.
10 to 50: Strengthen leadership development, optimize key HR functions, and integrate data-driven decision-making.
50 to 100: Scale and refine sophisticated HR initiatives, fully embed technology, and drive an advanced, high-performing people strategy.
By focusing on frequent, achievable progress points, organizations gain confidence, ensure sustainability, and create a culture where change is embraced rather than resisted.
A Mindset Shift for Sustainable Success
The desire to innovate and grow is a positive one. But true transformation happens when organizations commit to steady, thoughtful progress rather than chasing perfection overnight.
So, before rushing from 0 to 100, ask: What’s the most impactful step we can take today? Because getting from 0 to 1 is what truly sets the stage for everything that follows.
What’s one small, impactful step your organization can take today toward meaningful HR transformation? If you’re not sure how to get from 0 to 1, we can help. Get in touch today and let’s start the conversation.