It’s true, change is good. Change has a profound impact on markets, organizations and individuals – but, there is a reason the saying isn’t ‘change is easy.’ As a human resources professional, you’re living (and coping with) the shifts taking place across the HR landscape. Talent is sparse and globally dispersed, workforce demographics and demands are changing, employee engagement is low and tomorrow’s leaders need to be identified and developed today. And, this is only a small sampling of the challenges keeping leaders awake at night! The ability to anticipate, cope with and overcome these challenges can have a profound impact on business performance, and as a result they are truly changing the face of HR.
Working in a company comprised of so many HR-focused experts, and partnering with and having discussions with HR professionals every day, I see and feel the shift too. As technology and best practices evolve to meet challenges and trends, we continue to see three themes rising to the top when it comes to arming yourself to embrace the evolution and declare, “Change is good!”
Here are three ways to get started:
With a compounding number of solutions and processes available to find, manage, develop and reward talent, it doesn’t seem achievable or realistic to encourage simplicity to the overwhelmed HR professional. More often than not, we think complex matters require complex solutions. When you take a step back from the chaos, you see that simplicity can in fact be at the heart of the matter. Simplicity doesn’t translate to a simplistic solution, rather the exact opposite. As Josh Bersin highlighted in a recent Forbes article hailing simplicity as the next big thing in HR,” I’m not saying that our HR, talent, and leadership programs should be simplistic – in fact they have to be very profound and well designed.” In an evolving digital workplace, technologies will only be effective if they are well-adopted by those they are meant to serve.
How can an effective, sophisticated solution support simplicity?
- Be sure it’s easy to use. Whether it’s a technology or a workflow, make it easy for your audience to adopt. If something is too cumbersome to incorporate into daily work, it won’t get used – and therefore, won’t product the results you are looking for.
- Bring it all together. I don’t know anybody that enjoys taking longer to do their job, or is happy when they duplicate effort. When you integrate processes and technologies, you bring simplicity to the forefront of getting a job done.
I hear it and read it over and over, ”HR needs to work strategically.” What exactly does this mean? At the root of being a strategic partner to business stakeholders is the need for HR to prepare the organization to be agile enough to move with the demands of the business. As noted in the Accenture study, ‘HR Drives the Agile Organization,’ “To compete in a rapidly changing world, HR will fundamentally reshape itself so that the function becomes a critical driver of agility.” The role HR plays in building agile capabilities across the organization is essential to achieving success in shifting markets and economies.
How can you begin to contribute to creating organizational agility?
- Get a clear view of your workforce. How can you align your workforce to meet changes in organizational priorities if you don’t have a comprehensive view of HR data? Assess and prepare the workforce to put talent where it is most needed and fill gaps.
- Create just-in-time learning opportunities. If markets, products or customer demands change are you prepared to develop your people as they work? Prepare the workforce to adapt by ensuring they can quickly learn the skills they need and apply those skills where needed by the organization.
There are even more changes impacting HR – corporate offices are getting smaller, tablets and smartphones are everywhere, and the changing workforce wants more than an annual pay increase to stay put. If you ignore any of these as a driving force in keeping employees engaged and productive, don’t be surprised by a slip in performance. Give employees innovative, cutting-edge solutions that support these new ways of working and you’re likely to propel employee engagement and impact retention.
What kind of innovative solutions can really make a difference?
- The new way to work. Mobile, social and collaboration tools help employees stay connected and engaged regardless of geography. It seems innovations in this space pop up almost daily, so find the ones that will truly bring value to the way your people work.
- Keep them happy. Find new ways to reward, recognize and retain your top talent. Whether it is through continuous feedback, leadership training or a clear development path – find what motivates people and leverage new solutions to give them what they need to succeed (and, stick around).
What do you think? How is your organization embracing change? Leave a comment below!