HR teams are grappling with multiple challenges as hybrid work models introduce new workplace dynamics. Many traditional processes have become obsolete due to the rapid evolution of the modern workplace. Therefore, HR processes must adapt to accommodate various potential issues.
Setting clear HR goals and the best onboarding practices can help mitigate long-term challenges. Effective HR goals should support broader business objectives and contribute to organizational growth, employee development, and overall well-being.
It’s no rocket science, either. There are actually a set of recommended steps to observe, as follows:
Despite its long-standing focus, employee engagement remains an area where HR efforts fall short, especially for remote teams spread across different geographies.
Cross-cultural training, while common, often fails to fully address employees’ motivations and fears. However, before addressing these complexities, strategic alignment should come first.
To truly empower employees, you need to make it possible for them to make their own choices and decisions and contribute to overall company success of their own. As a rule, employees who trust their management perform better, so make sure to educate the leaders beforehand.
There are employee engagement plans and plans, but all of them have a common structure, as follows:
Employee satisfaction is not necessarily the same thing as employee engagement, but it doesn’t hurt to have a happy workforce.
It is only logical to assume that unsatisfied employees aren’t too motivated and motivation is rather important in terms of doing business.
You can use anonymous feedback to assess employee satisfaction and you can also speak with people directly. Ask them where they see themselves in a year or two or five and see how you can help them get there.
Don’t be afraid to utilize technology, either. Customer interaction analytics can provide a good source of data to help ensure your team is adequately trained and, in turn, is successful.
All companies periodically face some problems and there’s nothing strange about that. Common pitfalls include poor communication, lack of social interactions, and difficulties with building and maintaining company culture, especially when managing large remote teams.
All of these can be dealt with accordingly provided you are aware of the issues before they become a big deal. That’s why communication is essential and it is also recommended to use anonymous employee feedback.
The latter can help you prevent issues before they even materialize, so set up regular feedback plans and pay attention to objections. For example, if an employee is over a construction budget, they will need to learn how to work within the guidelines for the current budget. Sometimes, simply identifying the problem can be the first step in finding the answer.
Talent acquisition is a multi-faceted, interactive process critical to avoiding high employee turnover rates. Successful strategies involve long-term talent mapping, engaging with prospective candidates, and promoting job opportunities to build organizational reputation. Recruitment processes should be continually reviewed and adapted to changing market conditions.
Finally, relying on feedback is paramount. Just as the workplace changes rapidly and dramatically, so do employee expectations.
Implementing fractional integrator services can help HR teams to build better employee retention, among other benefits. Integrators bring alignment to new methodologies, deal with conflict resolution efficiently, and teach everyone involved to work more efficiently and happily.
The term “integrator” was coined by Gino Wickman in his best-selling Traction and Rocketfuel. You typically learn about integrators when implementing the Entrepreneurial Operating System (EOS) as a management practice for your company.
“An Integrator is a person who is the tie-breaker for the leadership team, is the glue for the organization, holds everything together, beats the drum (provides cadence), is accountable for the P&L results, executes the business plan, holds the Leadership Team accountable, and is the steady force in the organization.” (EOS Worldwide).
Onboarding is crucial for integrating new hires with the company culture. New hires should understand the bigger picture to find their place early on.
Fostering a sense of belonging through welcome notes, mentoring, networking, and team-building activities is essential.
However, the very quality of onboarding programs can hardly be overlooked. With all novel trends emerging, HR teams simply need to feel the pulse of both the industry and candidates.
For starters, goals should be clear and concise. HR teams should clearly communicate job requirements, responsibilities, and performance expectations. It is better for candidates to opt out early if the role does not suit them. If the job is demanding, balance this with communicating the benefits from the get-go.
Everything said and considered, HR teams should work closely with employees from their first day to ensure strategic goals are met. In other words, fostering a people-first company culture is highly recommended.
