Last year was quite a year for HR professionals and business leaders alike. After we navigated the twists and turns of 2021, you might ask… what could 2022 possibly have in store for us? Well, our team has some HR predictions for this coming year.
As the workplace continues to evolve to meet the needs and desires of its employees, culture remains to be one of the most flexible and ever-changing elements of an organization. In the last two years alone, there has been a large shift in what is considered appropriate, professional, or compassionate. To remain competitive while attracting top applicants to your company, consider updating your messaging.
- Review your language within the Mission, Vision, and Value Statements. Are these statements accurately reflected in your day-to-day culture? If not, what changes need to be made to ensure that your culture reflects what you want to see.
- Assess the language within your Core Values. Do these truly meet the expectations from society and leadership?
- Evaluate the need for policy updates, such as policies around Diversity, Equity, and Inclusion, Anti-Harassment, Bullying, Code of Conduct, etc. If you haven’t updated your handbook in over a year, it may be time to revisit it.
- Ensure consistent expectations and outcomes by implementing or refreshing training for your teams, especially your managers.
- Consider implementing a permanent hybrid work environment to meet the needs of your team.
Recruiting & Retention
Through the wave of the “Great Resignation,” employers have been struggling to keep staff on board while trying to handle the stress from the pandemic and feeling increasingly short-staffed. If staff cannot be retained, companies could find themselves in an endless cycle of recruitment. In order to attract and retain the right talent, consider the following:
- Implement “stay interviews” to understand what about your workplace keeps your team coming in day after day. What do they like? What do they want to see more of? What do they want to change?
- Garner feedback from anonymous employee engagement surveys. Allowing your staff to submit their concerns anonymously may provide them the opportunity to raise sensitive issues without fear of backlash.
- Review benefit packages and competitive pay rates. Assess your benefits and compensation with respect to your competitors and your industry.
- Consider pay compression as a top priority issue if several new hires have been brought on board.
- Succession planning is a must as the Baby Boomer generation becomes eligible for retirement.
Despite everyone’s desire to see the pandemic in our rearview mirror, variants and vaccines will remain on the tips of our tongues. Companies may ask themselves the following questions:
- Have we considered the ongoing effects of the COVID-19 pandemic? Do we have a plan in the event of potential lockdowns?
- Have we reviewed our payroll practices to ensure we are compliant with the updates required for remote workers?
- Since we have over 100 employees, how do we plan to address the OSHA vaccine mandate?
- 2021 was a difficult year for all. The CDC reported an increase in adults expressing feelings of depression and anxiety. Have we updated our Employee Assistance Programs (EAPs) to meet the ongoing mental health needs of our employees?
We continue to see an increase in companies asking people to do more with less. Just as we saw creative solutions come to the forefront at the beginning of 2020 and well into 2021, new solutions will continue to blossom, encouraging companies to allow technology to take some of the burden away. This might look like:
- Companies evaluating their HR information systems (HRISs) for effectiveness with their current needs.
- New onboarding efficiencies integrated through an HRIS or Learning Management Systems (LMSs).
- Multiple platforms building integrations in order to reduce administrative burden.
Need help tackling your HR Strategy for 2022? Let our team of HR experts assist in building your plans for the new year. Please visit our HR Strategy page to learn more, or simply contact us – we’d love to hear from you.