5 Things for HR Executives to Action Before the End of 2020
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As we rang in the New Year and 2020 began, nobody could have anticipated what the year ahead was to bring on a multitude of levels; personally and professionally, locally and globally, the state of life, and business, as we knew it was to change beyond recognition.
As we got sucked in the pandemic vortex, time seemed to move faster than ever before, as organisations worldwide had to pivot dramatically to stay viable in an ever-changing culture.
Suddenly, with only one month remaining in 2020, it is time to prepare for 2021.
In today’s article, I look at what businesses and HR executives, more specifically, can be actioning to prepare themselves for the year ahead.
Review Your Organisational Structure
With COVID-19 forcing a number of stand-downs, many employees have seen their roles transform, often with increased responsibilities. Remote working became the norm for many employees who are now returning to work part-time or full-time. With this in mind, now is the perfect time for employers to review their organisational structure. What is working? What needs improvement? How can you improve your systems to better suit the changes that have occurred throughout the past year?
A thorough review of your organisational structure should evaluate ways in which your processes can be made more efficient and effective, keeping costs low and team morale high.
Define Your Flexibility Policies
One of the few positives of the Coronavirus pandemic is that it has encouraged employers to allow more flexibility in the workplace.
As restrictions ease and businesses begin to return to ‘normal’ now is the time to evaluate which of your flexibility policies you will continue use in the future.
For example, if you are considering allowing staff to work remotely, what conditions will they be under? What WH&S considerations need to be in place? How will you track their performance and productivity under the changed working conditions?
Getting clear on your flexibility policies will ensure a smooth transition into 2021 for all invested stakeholders.
Reinvest in Your Organisational Culture
With the dramatic impact of COVID-19 on business operations across the board, the focus on organisational culture may have fallen to the wayside for many HR executives. With life slowly returning to normal, now is a perfect time to revisit and reinvest in your company culture.
Think specifically about measures that will work to reinvigorate your team’s energy and passion for the company.
Prioritise Health and Wellbeing
In the wake of COVID-19, many employers are rightly prioritising employee wellbeing initiatives.
Prioritising your team’s health and wellbeing has been shown to have far-reaching benefits for employers and employees alike. In fact, studies show that 89% of workers at companies that support wellbeing initiatives are more likely to recommend their company as a good place to work.
Organisations who adopt wellbeing programs have been shown to reap the following benefits:
Improved productivity and quality of work due to increased morale
Increase in the quality of staff employed due to companies’ positive reputation
Increase in staff retention rates
By adopting employee wellbeing into their HR strategies, businesses ensure that their health and wellbeing initiatives are not merely stand-alone, one-off programs but are, rather, embedded into the corporate culture and climate.
Some initiatives to consider include:
Yoga and Meditation Classes
Team Building Days and Field Trips
Allowing For Flexible Working Arrangements
Staff Lunches and Social Functions
At Infinity HR, we work with businesses to assist them in sculpting and perfecting their HR practices. Contact our team today to ensure you are future-proofed and ready for 2021. Call 0400 489 743 or email info@infinityhr.com.au to learn more.
References:
10 Timely Statistics About The Connection Between Employee Engagement And Wellness