Forget Flash-in-the-Pan Trends: These HR Mainstays Will See You Through 2020 and Beyond
Est. Read Time: 3 min.
As another year begins, it’s natural to look at what’s ahead. But taking a look back and seeing what’s carried us this far is equally valuable. So instead of chasing the latest trends or making wild predictions for 2020, we thought we’d take a look at some HR mainstays that aren’t going anywhere. These are the strategies that will remain relevant despite shifting workforce trends, generational preferences, technological advancements—or whatever else the future holds.
Maximize the service experience
Providing exceptional customer service (CX) has always been a priority for consumer-facing organizations. More recently, however, companies realized the link between employee experience (EX) and greater business outcomes—and the changes that realization brought about are here to stay.
Today, employers know that CX and EX are two sides of the same coin. And while the methods of service delivery will continue to evolve, the end goal remains the same: to deliver the best experience possible, keeping customers and employees happy and incentivizing loyalty.
An investment in EX is an investment in your company’s future. Whatever innovations you explore, keep in mind that maximizing service delivery goes well beyond updating technology—and always will.
Build trust across your organization
Trust is an age-old concept—and one that will never decrease in relevance. Ensuring your employees trust your organization, and feel trusted by it, can be the difference between a positive or negative EX.
Whether you build trust by establishing a higher standard of transparency, accountability, consistency, or all of the above, one thing is certain: in a climate of declining trust, you’ll be making your organization more desirable for employees and customers alike.
To gauge trust levels across your employee network, use survey tools with the ability to capture comprehensive, honest answers. Analyze the sentiment behind employees’ words—then show you were listening by taking visible steps to improve.
Lead with emotional intelligence
Emotional intelligence (EQ) skills are highly sought after, especially for leadership and management roles. And just like trust, it’s another major driver of EX and employee engagement.
As an HR professional, you work alongside your organization’s people managers to manage work contributions, help employees develop career goals, and support your workforce through life events big and small. Without a layer of understanding and support, the relationships managers develop with their direct reports can come across as hollow and perfunctory—hurting engagement. By leading with EQ and helping managers develop and deploy their EQ skills, you can ensure employees remain connected to their work—and the organization as a whole.
Embrace continuous learning
With technology advancing faster than ever, it can be difficult to keep up—let alone get ahead. As the shelf life of hard skills shrinks, one soft skill remains vitally important: the ability to continuously learn, adapt, and evolve.
Promote and support continuous learning and encourage your workforce to be flexible and open-minded. Whether technology is your business’s bread and butter or you just rely on it to get work done, it’s agility that will enable you to thrive in a time of constant change.
Make the most of each day
As the pace of work accelerates, efficiency is the word of the day. This is nothing new, though. After all, who doesn’t want to use their time effectively?
Making the most of the workday doesn’t have to mean checking the most items off a to-do list. It can mean establishing a relationship, completing a task that drives fulfillment, or spending less time on menial work so you can engage more with the strategic side of your job. As such, helping employees feel like they used their time at work in a meaningful way will remain an essential part of HR’s role—while cracking the whip to drive efficiency may cause more harm than good.
Provide opportunities for growth
With new generations entering the workforce, you may have heard about the shift from career paths to career experiences. This trend is significant—but the importance of career growth is evergreen.
To remain engaged and driven, employees need to know that they’re working towards something. Providing opportunities for mobility and growth is key to fostering engagement, boosting morale, and creating a powerful company culture that lasts for years to come.
Whatever changes the new year brings, don’t neglect to check back in with your grounding principles. For more help strengthening these core HR components, download our limited-edition holiday resource guide.
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About Laura Zifchak (Poggi)
Laura leads the marketing team for the PeopleDoc by Ultimate Software products in North America. She joined PeopleDoc in January 2015 to help HR teams learn about HR Service Delivery technology, understand how it benefits their existing business strategies, and become expert users of our platform as customers.
Laura has experience with bringing technical software solutions to market with prior leadership positions at both IBM and RTTS. She has an MBA from CUNY Baruch Zicklin School of Business, and a BS degree in Marketing from Siena College.
With years of practice managing teams through rapid growth and constant change, Laura is passionate about employee and manager experience, and using technology to help scale and improve operations.