The HR challenges presented by today’s fluctuating economy can affect every aspect of a business, and if you’re trying to run a small, fledgling company, showing your great leadership qualities, rising to these challenges in a proactive way is absolutely imperative. If you bury your head in the sand and shy away from your HR issues, you’re only going to exacerbate them , and have more work to do in the long run. Here, we’ll look at the most common HR challenges modern businesses face, along with the most effective solutions to them…
Retaining Great Talent
Recruitment can be a real headache in terms of HR challenges, but retaining the high achievers who are already on board can certainly be more important. Retaining good employees not only reduces the need for you to find new workers, but also provides you with the materials needed to promote people within the organisation to higher positions. There are many different things that go into effective employee retention, such as building an appealing company culture, engaging your workers in dialogue with management, offering rewards and recognition, and ensuring staff at all levels of the organisation are treated with dignity and respect. Make sure you’re providing workers with motivational recognition at all tiers of the company, not just the top of the pyramid. When workers feel that their time and effort is truly appreciated, retention more or less takes care of itself.
Creating a Healthy Company Culture
These days, company culture has a huge role in almost every aspect of business. You may have noticed that modern, competitive recruiting tends to focus more on the company culture than on salaries and benefits, as the new, millennial workforce holds company culture as a big influence when changing jobs. You don’t have to go as outside-the-box as Google to foster a company culture that will make your workforce love you. The process should be rooted in creating channels for two-way communication between employees and the higher-ups, and making sure they always have access to the kind of support they need. Whether you do this simply by making your HR department more responsive, or introducing a new employee assistance programme, letting your workers know that they’ll always be heard is absolutely integral to building a better company culture. Work on engaging your workers, and you’ll be amazed by the difference it makes.
Creating Leaders from Within the Company
From Max Pixel
Developing great leaders from within the company is an excellent way to get around the issues of attracting and holding onto top talent. No matter how large the business is, or what industry it exists in, leadership is always going to be among an HR department’s most important strategic initiatives. Senior executives, HR managers, and even lower-ranking team leaders are all in great positions to foster leadership characteristics in the frontline employees who they manage. Creating leaders in the company should always start with making sure your current managers are exhibiting great leadership qualities, and setting an example for the workers who you hope will rise through the corporate ladder. When you need some new blood in management, consider fostering these all-important leadership qualities by organising practical exercises for team members. Training, cross-training, along with educational and networking opportunities, can all help your brightest and best to rise to the surface.
Managing change effectively may seem more closely tied in with project management than HR, but many HR managers now have to provide the support networks needed for smooth adjustments to change in an agile start-up. The main challenges here include setting out a structure for change, administering shifts in company policy, and getting sceptics, both in management and the rank-and-file workforce, on board. Resistance to change is extremely common in business, as you’ve probably discovered from experience. However, you can ease the impact by identifying both ranked and informal leaders in the company, who typically act as catalysts for significant change. Be sure to come up with a plan for addressing people’s concerns quickly and clearly, explain why the change is needed, and what the benefits for the whole business are. This should begin in the upper echelons of your business, and work gradually down from there. Most importantly of all, you need to have exact, reliable facts on hand, covering how any big changes will affect team assignments, working hours, performance assessments and other processes that involve your workers.
As you move ahead with developing your HR, keep an eye out for these challenges, and make sure you’re tackling them in the most efficient and strategic way possible.