Over the past two years as a result of COVID, companies of every size and scope have been forced to constantly adapt the way they operate, engage and communicate with their employees. This means that they have had to rely heavily on their HR teams to adjust to operational changes, get more out of their employees, prevent turnover and help strengthen the financial success of the business moving forward.
With these recent changes in work styles and business practices, employees want and deserve more autonomy and less bureaucracy which requires more engagement from all areas of the organization. HR leaders need to be at the forefront of this and more involved with creating strategies to address these challenges to help the company and its people, get back on track.
HR professionals who are experts with engagement, leveraging technology, and finding effective solutions as a true business partner inside their organizations will be in high demand moving forward.
Below are the top 5 challenges that HR professionals will face in 2022 onwards and some pointers on how best to develop and implement strategic solutions.
1. Embracing & Leveraging Technology: There are numerous software tools to help streamline organizations but it is important to identify which ones cater best to the business needs and organizational structure. The ability to deliver clear communication and feedback channels with employees to identify potential issues before they become major risks will be at the forefront of HR initiatives and rely heavily on technology to support them.
2. Mentoring, Coaching, and Leadership: The term “managing” is slowly becoming a term of the past and being replaced by terms like “coaching” and “mentoring”. With less on-site supervision and more remote collaboration, traditional managing and employee appraisals need to be replaced with transfer of knowledge and nurturing future mentors, coaches and leaders. Companies that can implement more cohesive training, coaching, and mentoring programs will rise above the ones that stick to traditional people management practices.
3. Providing Career Development Channels: Allowing employees to have a better work/life balance and access to advancement and career development channels is never an easy balance but needs to be at the forefront of companies moving forward. Companies that can create more transparent, flexible, and accessible training and advancement tools will come out ahead in retaining a more informed and experienced workforce that wants to stay and grow with the company.
4. Supporting Employee Well-Being: In HR, there is undoubtedly nothing worse than losing an employee to pure exhaustion, alienation, stress or mental illness caused by growing pressures of the workforce. It is apparent at every level from the C-Suite to the front lines and companies that put employee well-being above all else are proving to show results not just in retention but in revenue streams. According to an article from the World Economic Forum, companies that put more emphasis on employee well-being, saw an increase in performance and productivity.
5. Setting a Clear Policy for Remote Work: While some companies have proclaimed 100% remote forever, others have cautiously made policies for the short-term. In either case, it is important to make a clear decision that supports the employees’ safety and wellbeing but also makes sense for the future and stability of the business. Taking into consideration flexibility, safety and collaboration is crucial to balance the inevitable change in employee work preferences.
It has never been more challenging to be an HR professional in this day and age, so HR professionals that become specialists in these areas and take a more proactive role in their company to delivering solutions in line with the changing environment, will be in high demand moving forward.
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