2020 will be no different, so I’ve decided to share some of the things I think will be big for HR teams this year.
Technology changes all the time so job roles have been, and will continue to, change and evolve with tech.
Remote working is already common and I think there’s also going to be an even bigger rise in people wanting the option to work flexibly. Whatever flexible or agile working ends up looking like for your business, the most important thing is to make it clear what that actually means for your people.
Mental and physical wellbeing is very much in the public eye. People expect their employers to take wellbeing into consideration – and so they should.
Happy and healthy people do their best work, and there are literally so many other reasons to look after your people’s wellbeing too. So if you’ve already got a wellbeing programme on the go, have you assessed if it’s actually what people want, and if it’s working for them?
And if you don’t, start asking colleagues what they’d like to see the business offering in terms of wellbeing initiatives to get the ball rolling.
A recent Korn Ferry survey said that 75% of HR professionals felt that pay transparency and rewards will become more prominent in 2020. How will you equip your HR team to deal with a more open approach? Clarity of message is definitely key here!
A strong, positive workplace culture is essential if you’re going to attract and keep top talent. A toxic culture can cause real problems, not just internally in terms of the way your staff act and feel, but for your organisation’s external reputation too.
This can discourage people from applying for jobs with your company – and you’re likely to be advertising more often if your culture is bad. And we won’t even go into the implications of that!
Personalisation when it comes to things like goal-setting and development planning, rather than forcing everyone through the same programme, can really help with motivation and achievement.
One style of training or development that works for one person might not be right for someone else. And no two people have exactly the same goals. So if you haven’t already, how are you going to offer more personal development programmes?
All of these are great to focus on, but it all comes down to engaging with your staff. It’s all about finding out what works and what doesn’t, and this is where a fantastic business like Hive HR comes in.
Hive specialises in ‘smarter employee surveying’ with a focus on improving employee engagement and reducing employee turnover. Hive’s Director of People Science, Ryan, talks about achieving higher levels of employee engagement in this blog.
To implement engagement initiatives, your organisation needs to be ready for change. Hive offers a free Organisational Readiness Assessment Quiz to find out how ready your organisation is – do it now.
This is nothing new (!) but for obvious reasons, HR teams are always expected to be clued up on the latest legislation. So it’s important to keep on top of the any changes.
A good example for this one is employment law. There’s a lot of legislation with no set date for implementation, but a couple that we know will definitely be coming into effect from April this year are:
Citation has a great summary of these changes, and upcoming ones too.
There are so many more things that will be happening for HR teams in 2020, but hopefully, this has given you a little motivational starter to get you geared up for success in the year ahead.
If you’d like to chat through anything we’ve talked about in this blog, just get in touch!