The month of October can make us feel uneasy for a variety of reasons; Halloween candy for breakfast, lunch, and dinner being one.
But just as the seasons are changing, so is the world of HR; and what’s more frightening than the unknown?
Here are some of today’s HR leaders’ biggest fears, and some solutions to ease them. For the full effect, please read this article by candlelight, or while holding a flashlight under your chin.
According to the 2022 Identity of HR Survey by HR Drive, HR leaders say there are three main barriers to recruitment and retention:
The survey found that small, tight-knit organizations are faring better than large ones in terms of climbing resignation rates: 53% of large organizations reported climbing rates, while only 26% of small organizations did.
Keep in mind, the size of an organization does not necessarily make or break its chances at better employee retention. Small organizations can more easily create the sense of community and belonging that job-seekers crave, but even large, remote organizations can seamlessly integrate positive culture with the right tools.
HR’s role has morphed drastically in the past two years to that of a strategic business partner. Rightfully so, HR is getting more recognition, but they’re not yet receiving the resources to match.
While HR professionals are “the people that help people”, many of us get into the habit of venting to HR without following through with formal complaints. Being an emotional sounding board in any setting would get exhausting; HR professionals somehow need to conjure the emotional energy to support entire organizations from 9 to 5.
Large organizations need more organization. That said, the survey found that rigid systems can reinforce the same toxic cultural norms HR is working to dismantle.
Naturally, employees at all levels in an organization are guilty of resisting change. It’s easy to justify tradition when you’re immersed in all its (fleeting) benefits; but today’s talent is looking for more than a paycheck.
In HR, resisting change is like hanging your feet over the edge of the bed, taunting whatever sinister being that lies underneath to pull you by the ankles.
HR Reporter also revealed workers’ ideas about change. Many people are hoping for large pay bumps if forced to return to the office full-time. In Canada, for example, 80% of remote workers might just look for a new job if asked to return full-time to the office.
Even with an excess of other responsibilities, many HR leaders are left with the task of encouraging people to return to the office. Nobody wants to be the bearer of bad news, especially when it could lead to losing employees they care about.
80% of organizations rank maintaining morale and engagement as their top priority for 2022. So, what’s the best way to go about it?
Maintaining morale and engagement is a unique challenge because each employee gains motivation from different things. HR professionals need a solution that harmonizes life and work, so that each employee feels welcomed and accepted for their authentic selves.
Each organization has a unique viewpoint, identity, and mission, with workplace culture at the center. Tackling culture doesn't have to be scary! With the right tools and approach, you can design an irresistible culture that fuels healthy morale.
People are happier at work when they feel welcome, and among friends. With recognition platforms like Kudos, which open the doors for peer-to-peer social recognition, your company culture will give employees a sense of community.
Kudos is an employee engagement, culture, and analytics platform, that harnesses the power of peer-to-peer recognition, values reinforcement, and open communication to help organizations boost employee engagement, reduce turnover, improve culture, and drive productivity and performance. Kudos uses unique proprietary methodologies to deliver essential people analytics on culture, performance, equity, and inclusion, providing organizations with deep insights and a clear understanding of their workforce.Talk to Sales