Organisations have never been under more pressure to pivot and adapt to changing priorities more than ever before. People leaders have been at the forefront of this transformation and now there is ever-changing perceptions and expectations of HR.
The BTN partnership with Sage, the leading multinational HR and People management solution, for an exclusive virtual roundtable with executive people leaders.
The group led an insightful conversation which brought about the following takeaways:
We need to change how managers manage
We must be managing and measuring productivity in a different way than ever before. Presenteeism should be eliminated and we need to be facilitating team-working in a way that is not office based.
With employees spending less time in the office, there is a lack of learning by osmosis and a distinct lack of literal visibility as to what they do. A generation of employees is missing the opportunities to progress their careers in a way that was once in place. Digital ways need to be facilitated to bridge that gap. If we used to do something in the office, then find a way to do it virtually, this may be a complete behavioural and mindset shift but the benefits will be recognised.
Where are the lines now from trust to productivity? There were no issues with trust when fully remote during the pandemic but now employees may want to be fully remote or have flexibility, there are trust issues arising.
When it comes to new hires, are we ever truly bought into an employee if you’ve never met? Emotional attachment to organisations is stretched when not in the office so we should try to navigate new joiners in a variety of ways. We shouldn’t be as binary in our approach.
Decisions based on empathy should challenge data decisions
The C-Suite should make decisions solely on data but in reality, it should have elements of empathy within the decision. We should be using a blend of qualitative data rather than just quantitative. People leaders are closes to joiners, engagement and leavers so should have strong inputs and influence.
We need to be looking at innovating ways to retain people that other organisations aren’t doing. We can be utilising efforts should as re-designing the office to align with the blended approach which helps to facilitate the essence of bringing teams together such as incorporating campfires (small groups/teams) rather than large meetings.
How can we truly reimagine our workplace for the health and benefit of our workforce…and ultimately our business? We should create a flexible and growth mindset around the workplace.
HR is not the custodian of culture
In the past 18 months, HR has received an unfounded amount of respect as a profession as people have started to realise how vital the role is and how much support it has given the wider business.
Now has never been a better time to reimagine our workforce in terms of flexibility, progression and dependency. How can we reimagine our workplace for the health and benefit of our workforce and our business? We need to be using Technology & Digitalisation in a more fun way to build collaboration in a hybrid environment.
Coming into the office should be promoted for occasions such as for pitches or for empowering innovation. If employees can maintain productivity, whilst having flexibility, then using the office to build teams and fostering culture. The human being is the great thing within your organisation and they will always find a way to succeed. If the office isn’t the best way to succeed, then this method of working may fall aside.
Equipment should not be the barrier as to whether people do/don’t come into the office, we must ensure parity and equity.
Businesses have pivoted quickly during the pandemic, they did not just accelerate digitally quickly but also needed to upskill quickly. This ability to adapt is one that can not be forgotten as organisations look to navigate an ever-changing and turbulent market. HR has found its place as being the facilitators of positive change and they need to ensure they don’t lose their influence on the C-suite as they are truly the ones who are closest to employees. Technology can be a true enable for change but utilise it in a way to automate some of the boring stuff to allow people to do the things they enjoy and are fun. The fun will equal productivity.
About Sage
Sage Business Cloud People, enables mid-size, multinational companies to manage workforces through its global, cloud HR and people system, transforming how organizations acquire, engage, manage and develop their employees. Implemented quickly and simple to use, the award-winning system increases workforce visibility, HR productivity and provides better experiences across the entire workforce. Customers include Aveva, Armstrong, Klarna, Mitsubishi UFG, Paddy Power Betfair, Quest Software, Redflex, Skyscanner, SolarWinds, Trainline, and Trustpilot.
