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If you attend HR conferences or networking events you might find some swag with the adage “you can’t spell Hero without HR!” prominently and whimsically featured. These giveaways, whether socks, stickers, or t-shirts, are always popular with HR professionals looking for a little levity within their ever-evolving and often-tough profession. After all, it is true...you can’t spell hero without an H and an R.
But do we always see ourselves that way? Do others? Do you?
We spend a lot of time in HR circles discussing what we could do better in our roles. We talk about how we can improve the employee experience, how we can improve metrics and data output, and how we can help the company attract, retain, and maintain a great culture — these things hopefully resulting in being known as a great place to work.
Consider how far we’ve come. HR was once a primarily administrative function, but that is no longer the case. This shift has been driven by a growing recognition of the importance of employee satisfaction, development, and engagement in getting to the right business outcomes.
In your mind, you may have some ideas where your HR department is excelling.
What about HR as a profession, overall?
Instead of focusing on what is going wrong...why don’t we discuss the things that are going right for HR? When we frame our thoughts and conversations in this way, we open our minds to a more optimistic and futuristic path forward.
A people-focused strategy leads to success
The emphasis on employee wellbeing over the past several years — and especially during the pandemic — has been a cornerstone of HR’s rise of relevancy within corporate ranks. Companies have recognized that without people engaged both mentally and physically, productivity will suffer — leading to poor business outcomes. HR has been at the helm of this wellbeing charge, and many HR departments at both small and large companies are recognizing that wellness goes beyond physical and mental health.
In fact, financial health programs, emotional health programs, and social wellness programs spearheaded by HR have worked to assist employees in these areas, demonstrating the organizations’ overall commitment to viewing the worker as a whole person — not just as an employee. While fitness memberships and on-site health screenings are beneficial, forward-thinking HR departments are incorporating a holistic strategy to support employees no matter where they might be on their journey.
Other initiatives that have gone right for HR are ergonomic assessments to create a comfortable work environment, and nature-based activities that help connect employees with the outdoor environment. In a world where digital expression is a primary vehicle for communication, another wellness activity companies are finding beneficial is providing creative outlets such as painting, sculpting, and crafting as employee engagement and wellbeing activities.
Development, training, upskilling, and reskilling
Investing in employee development and training is another area where HR is making significant inroads and working to get it right. Considering skills and talent shortages, HR departments are seeing value in continuous learning and skills development of employees in a business environment with rapidly shifting needs and compliance demands.
Many companies offer structured development programs that include workshops, seminars, and online courses that can help employees acquire new expertise and advance their careers within the organization. HR departments are implementing leadership training programs to develop the next generation of leaders. By recruiting internal talent and promoting tenured employees, HR can help foster an environment of growth. Career pathing and establishing clear career progression plans for employees shows organizational commitment and also leads to employee longevity and loyalty within organizations.
Working differently: HR at the helm
At the beginning of 2020, almost overnight, HR professionals had to reimagine how businesses could keep continuity and how employees could remain productive during historic disruptions. Since the beginning of the recovery after the pandemic, HR departments have played a crucial — and some might say heroic — role in facilitating the transition and subsequent return-to-office strategies. Adapting to remote, hybrid, and flexible work has required significant shifts in policies, technology, and other practices. In addition, working on change management initiatives have become an HR imperative.
Once considered somewhat siloed within many organizations, HR is now a strategic partner more often than not. To support remote and hybrid work, HR has teamed up with IT departments to ensure employees have access to the necessary technology and tools needed to succeed while working from anywhere. Access to things like video conferencing programs, project management tools, and secure access to company networks has become vital in this new environment. Ensuring employees have the tools they need to get their job done is among the most important aspects of engagement and a sense of purpose at work.
Flexible working hours, remote work options, and generous leave policies are now standard in many organizations. These policies help employees balance their professional and personal lives, leading to higher job satisfaction and reduced burnout. HR is at the forefront of these efforts, in addition to helping maintain a strong company culture in remote and hybrid environments. While this is often challenging, HR has worked hard to assist managers and leaders to understand the nuances of culture in remote or hybrid settings and how people can come together despite being physically far apart.
Rewards, recognition, and HR
Another challenge in remote and hybrid environments is finding ways to reward and recognize employees for their hard work and contributions. This is a key driver of engagement and retention. HR departments are implementing innovative recognition programs that go beyond traditional rewards.
For example, peer recognition programs spearheaded by HR allow employees to acknowledge each other’s accomplishments and provide a way to say thanks in a public setting. These programs foster a culture of gratitude and teamwork, as employees feel valued by their colleagues, and workers get a sense of pride by recognizing each other’s accomplishments.
Another opportunity HR has seized is working to increase the awareness that different employees are motivated by different things. The trend of personalized recognition has become a staple in today’s work environment. Rewards geared towards individual preferences help to make recognition more meaningful and impactful. Employees expect a unique experience at work, as much of our expectations as employees borrow from our experiences as consumers. As consumerism becomes even more individualized, so do expectations of employees regarding their experience at work.
The bottom line: HR is doing great
HR is getting a lot right in today’s dynamic work environment. By focusing on employee wellbeing, development and training, adapting to remote work, leveraging technology, and implementing effective recognition programs, HR departments are driving positive change within organizations. These efforts not only enhance employee satisfaction and engagement but also contribute to the overall success and competitiveness of the business. As HR continues to evolve, it will play an even more critical role in shaping the future of work. Never forget how much impact that you, as an HR professional, have on the lives of the people you encounter each and every day!
HR teams are at the forefront of navigating it all — and the impact on culture, retention, and productivity is immense!
HR hero? Yes, you are!
