There have been so many changes from a HR perspective in 2021 that I felt it was only right to note how far we have all come, and indeed, the changes that we have all had to keep up with from a business owner’s perspective as well as from a HR standpoint. I’ve never known a year when the way in which a business manages (and views) its people, is so critical to an organisation’s strategic direction, reputation and progression.
Here is my review of 2021 from a HR perspective:
Employees becoming more selective
More than ever before, employees are becoming more selective over which organisation they choose to work for. Gone are the days when salary and benefits are the deciding factor. It’s now about how a company treats their employees, how the culture fits with their own values and how challenging their progression plan is. HR plays a crucial role in implementing and communicating these aspects to potential employees to drive employee attraction and retention.
Wellbeing and Awareness of Mental Health
There has been a huge focus on nurturing employee well-being and developing an awareness of mental health issues in the workplace. The pandemic has accelerated this change and as more employees work from home, it has ‘opened the doors’ to the challenges employees’ face in their personal lives, and the impact this has on how they perform at work. This has caused the need for managers to be more aware of how to spot the signs of poor mental health and lead with empathy, flexibility, and an openness to what works best for each individual and team.
We have helped lots of organisations this year deep rooting wellbeing into their workplace culture in order to give employees the right support and signposting the right help for them.
Where, when and how employees work
Working from home, or hybrid working has quickly become the norm. This has led organisations to reconsider how they measure and evaluate performance. It has removed the transactional aspect of how employees work, and put more emphasis on outcomes, the quality of work produced, and other factors that employees can now be evaluated on.
Reskilling and upskilling
I have also seen more emphasis on the importance of reskilling and upskilling those employees that are valued and have the right attitude, rather than hiring new talent. It’s more cost-efficient and far more effective to build critical skills from within, rather than go on an expensive recruitment mission. This means creating a culture where everyone understands that learning isn’t a one-time event but rather an ongoing process, where people are rewarded for their curiosity and learning and the sharing of information across individuals and teams.
2021 has definitely expanded the role of HR, not diminished it. Those organisations who put their people first and recognise how their talent creates unique value for them, are those that are leading from the front.
If you want to truly invest in your business in 2022, you need to invest in your people by addressing the critical issues that affect the employee experience, their wellbeing, and their development. Contact us to find out how we can help support your people and help your business thrive in 2022.
