The past 2 years have changed everything. From the way we work, to the way we lead. As Korn Ferry puts it:
Power has shifted.
From organizations to people.
From profit to mutual prosperity.
From “me” to “we."
2020 and 2021 was about adapting and surviving. In 2022, we are forward looking into thriving. How does your HR Team or Business Partner do that? Things to watch for in H2 2022
How your HR Leadership continues to guide you through the Great Resignation/Reshuffle/Reorganization/ Insert Buzz Word Here. To me, It is essential that we work to create career paths and succession plans that are clear and transparent AND encourage just-in-time recognition, non-work engagement, and the ability to disconnect after work.
How is your HR Team Leading from the Front in terms of People Analytics? WE MUST embrace the data to make informed decisions when it comes to our people.
How is the organization maintaining diversity, equity and inclusion? And not just using it as buzzwords for recruitment? Use your data backed insights to ensure you have a diverse and inclusive culture. According to a study by McKinsey, the companies that fall in the top quartile for diversity in leadership were 25% more likely to have above-average profitability than their counterparts that fall in the bottom quartile.
Recognize after going remote (or hybrid) there is no going back...and there isn't a need to. Employees have consistently called for more flexibility and HR has refocused its approach to creating a company experience that is employee-centric. The pandemic showed employers the hard truth that different employees have different needs.
These trends are vital as we move towards the Future of Work. HR can help leaders take the employee voice into account and base future ideas and communication on employee input, and in essence increase talent attraction and engagement.