The turn into the 2020s brought significant change, shedding light on how businesses can and should be run. The pandemic has opened the door on some fringe methods of work and placed people onto centre stage. These methods and people will not only be the ones to grow and succeed, but they will provide the flexibility and resilience that businesses will need in the future. 

But do HR professionals really understand the change that is needed following this major upheaval? What does it take to create a new way of working for the future? What can people professionals do to make sure businesses run with purpose, agility, and scalability?

It’s time for the profession to become more human.

Managing this changing landscape will be a top priority for the HR community.  However, the switch from managing standard HR operations, admin and risk management to focusing on ‘People Strategy’ is not a straightforward undertaking.

HR must first rethink its purpose.  It’s time for HR to take a more human approach and help leaders create a more dynamic work model for the future.  Changing the traditional hierarchy to encourage a more collaborative, nurturing aspect of company life.

Providing meaningful feedback, employee experiences and mental health support can improve the performance of the team and enable managers to relocate talent in step with company goals. HR leaders must also pay closer attention to the skills and development of their own teams, providing platforms for innovation and new ideas.

Enabling individuals to bring their ‘whole person’ to work.

Getting to know your people must be a priority. Building personal relationships and recognition of individual capabilities and contribution is what people will be focused on and here’s why …

It is fundamental to job satisfaction and performance. We all feel motivated and committed when we are valued and have a connection with our managers and colleagues. It’s good for our self-esteem and wellbeing. Not only do we want to make a difference, but we all have a desire to grow professionally and personally.  It’s about enabling individuals to bring their ‘whole person’ to work.

People Advisors and HR need to pivot to guide leaders, support them and perhaps re-learn, how to understand the needs and views of employees in new contexts. Invest and empower line managers and not just top managers.  These are the managers that will have closer connectivity with skills required within the business and talent capabilities.

Human interactions encourage employee feedback and provide mentorship. This not only fosters a positive company culture but also shows management commitment to listening.

Create the best employee experience possible.

Provide insights and facts rather than emotions and feelings, to represent employee needs. One of the skills I know benefits my clients, is continually looking out for industry innovations across all sectors and business types. This allows me to provide the best independent advice for a variety of scenarios offering pragmatic solutions.