The Monster Under HR’s Bed

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.  

Finding and Keeping Talent

According to the 2022 Identity of HR Survey by HR Drive, HR leaders say there are three main barriers to recruitment and retention:  

• 72% said they don’t receive enough well-qualified candidates.
• 31% said their company has limited work flexibility (hours, location).  
• 41% said their company doesn’t offer competitive compensation.

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.  

Solutions

• Consider implementing a remote, hybrid, or flexible working model. Not only will you have access to a wider talent pool, but you also open doors to prospective employees in the process — proving that your company is adaptable and future-focused.  
• Build a more comprehensive DE&I initiative. “Organizations with ineffective DE&I initiatives were 32% more likely to have climbing recent resignation rates than organizations with highly effective DE&I.”
• Research salary ranges in your area to stay competitive, or provide other incentives, like employee development and training. Find ways to turn those just hired, into long-term hires.  

Feeling Stretched Too Thin

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.  

• 83% of HR respondents agreed they were “relied upon by senior leaders to help navigate new situations or practices.”
• 73% agreed that their HR department was “recognized by senior leaders as crucial to the business function.”
• 72% of HR professionals indicated that their HR department was working beyond capacity and stretched too thin.  
• 58% said they felt highly valued, 34% felt somewhat valued, and 8% said they were not at all valued.

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.  

Solutions

• HR leaders need leadership buy-in to build their culture strategies, and act on them. From getting approval for the necessary budget and staffing to making time for culture activities in their schedules – this groups participation is crucial.    

• HR leaders can’t build an effective strategy if they have no time. Create a clearer definition for the role of your HR team, and if necessary, expand your team or outsource.
• Every member of an organization is responsible for its culture. Try implementing regular recognition and team building, so everyone has a chance to make a positive difference. If people have less to vent about, HR can build resiliency in other areas — beyond emotional support.  

Resistance to Change

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.  

Solutions

• Accepting that there is no static, be-all end-all solution opens the door to a more transparent, synergistic culture.  
• Give employees frequent opportunities to showcase their own ideas or suggestions for cultural initiatives – you may find that opening up the floor to employees can help to drive important change
• Your organization’s culture is what you make it. Investing in an employee engagement program like Kudos will take some of the heavy lifting off your HR teams’ shoulders, and demonstrate the value of their role to the rest of your organization through public, peer-to-peer recognition messages.  

Remote Work vs. In-Office

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.  

Solutions

• Thoughtfully consider your organization’s reasons for bringing employees back to the office full-time. Many workers have acclimated to their remote, flexible, and hybrid roles, so a full return may feel jarring.  
• Create a plan that eases employees back into the office. Smooth-out the blunt edges of your plan, so that HR can introduce it to employees with less confrontation.  

Maintaining Morale and Engagement

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.