I always look forward to determining HR strategies for the upcoming calendar year. And looking forward to 2022, there are many changes businesses will want to make to overcome the challenges that have emerged from our rapidly changing workforce.
Organizations have shifted to remote and hybrid work, with dynamic fluctuations in turnover and with an employee market where organizations need to be relentless in their pursuit of talent.
During these unprecedented times, many small and medium-sized businesses have struggled financially and had to make some tough decisions with layoffs and downsizing.
Our employees also suffered from additional stress and worries about job security, income, health and balancing work with parenting and homeschooling. It’s taken a toll on everyone, and when we see the light at the end of the tunnel, something happens to challenge us even further. For all these reasons, mental health has been threatened and must be a constant consideration.
In 2022, HR will need to be more involved in organizational design and creating a workplace culture that ensures collaboration and employee engagement. In addition, HR needs to be innovative in the employer branding strategy to attract and retain top talent.
Here are four ways your company can be prepared for the upcoming year:
1. Hiring talent that has a natural affinity for the company’s purpose:
Recently, an applicant applied for a role for which she had limited direct skills or experience. After reviewing her resume and cover letter, it was clear she wanted to contribute to an organization that positively impacted the environment. Our organization met these preferred criteria, and the candidate was extremely interested as a result.
(It’s relevant to note that an older generation of workers or hiring managers may ignore or overlook this resume as the candidate does not initially have the ideal skills or experience to fit any of our current job profiles.)
Our culture and approach to talent are such that we decided to meet with her even though we didn’t have anything to offer. By putting in some effort and time, establishing a relationship and staying in contact, one may very well end up with the perfect hire. Someone who is passionate about the company and their contribution will be more likely to stay with the company for a long and mutually beneficial period.
2. Hiring talent that has transferable skills and knowledge:
Many years ago, I arrived in Canada as an immigrant with a qualification from another country. Fortunately, I was able to secure a contract role in HR. Incredibly grateful for the job, I was highly aware I was a foreigner, and my experience was not Canadian. In addition, legislative differences also played a part, and I had to start in an entry-level position and work myself back up.
Often companies follow rigid protocols with their hiring practices and overlook candidates that do not fit a specific set of criteria. Instead, Employers should be open to hiring talent from a diverse international workforce, considering that high potential applicants with limited Canadian experience may be their next best hire.
3. Being adaptive as the business environment evolves
It’s an employee market, and employers need to be flexible in creating an organizational culture that offers hybrid working solutions.
HR can help build an organization that offers the convenience of working from home while ensuring team collaboration and employee engagement. Some roles may require the employee to work from the office, such as operating machinery and equipment. I, however, have seen employees being given tools and smaller equipment to work on projects at home.
HR can partner with the leadership team to determine multiple scenarios of work strategy preparing the organization for these constant social and labour changes. Your HR should play a key role in leading and managing change efforts as companies adapt to compete for talent.
4. Offer meaningful rewards
Employees are usually more motivated and engaged when they feel appreciated, and such employees are likely to be more productive. HR needs to understand what employees value most. Consider recognizing employees based on their individual needs.
Get creative with the rewards that you offer.
Personalized rewards such as a gift card to their favourite restaurant, donating money towards a charity of their choice and even personal time off over and above their vacation will show you genuinely care about their unique needs.
Employees will appreciate the effort, and committed employees will dedicate more time and effort to help the company reach its objectives.
HR’s role is changing faster than ever, and they play a critical role in helping organizations transform. Contact Bridge Legal and HR Solutions for practical guidance on providing HR advice and support (647) 794-5442 or at admin@bridgelegalhr.ca
