The role of HR Managers and teams is often downplayed. After all, if it weren’t for your human resources manager or your department, your organisation probably wouldn’t exist. But, as a Human Resource manager, can you be more active or responsive to what’s happening around you? This article shares three questions you should be asking yourself and your team right now.
I don’t know about you, but these days it seems organisations big and small are struggling to retain top employees while trying to find great new hires. In a large organisation, offering cash, benefits, and bonuses to retain top employees or recruit new employees is not difficult. In contrast, when you’re a small or medium-sized organisation with high costs, you usually don’t have much to offer the best employees or find new managers and people to work with.
Is money the only reason people stay or join your organisation? Or do you think most people want more than just a high salary?
Those who have studied HR know that years of research have shown that most people are after more than just money. They are looking for meaning.
So consider three questions people in HR roles should ask themselves and their teams.
If you’ve been asking yourself this question since the beginning of the year, why not sit down with your team on Friday afternoon and have a brainstorming session? I didn’t say you could find the answer in an hour, but it can make the HR community understand why you work together under the HR banner.
Question 01: As a member of the HR team, how can you create additional goals for your employees?
Do your people just come to work to live and pay their bills, or do you look forward to work every day and think what you do is different? What are you doing to give meaning to your people?
Question 02: As a human resources department, do we support the growth and development of our employees?
Now, I’m not just talking about your managers, but who are the employees performing well at the lower level of the organisation? Who do you think will take over and become a leader in the next 6-12 months? What kind of people do you have?
How should you nurture these people and develop them? Does your HR team collect your resources and value employees and managers? What if we don’t improve this year?
A recent LinkedIn Workforce Learning report found that 94% of employees said they would stay longer at their current organisation if they invested in their learning.
Question 03: How do we support or facilitate the remote or hybrid working environment as an HR team?
We know from recent research in Australia and overseas that many workers have experimented with working from home and are reluctant to return to the workplace full-time. This is especially true for employees who are away from the workplace. Ready to work from home two days a week? Do your organisation’s HR and leadership teams see a hybrid working model as a way to retain their top talent? And do you have processes and procedures in place to manage the new hybrid workplace?
Good, you have it now. You need to ask yourself these three questions, trust your team and let your HR consultant and partners decide for them.
