Policy enforcers, company watchdogs, the people responsible for firing workers—HR professionals get a bad rap, and new survey findings reveal that employees don’t hold this department in high regard.
Hibob’s latest employee survey uncovers how modern workers perceive the role of their HR teams and almost half of today’s workforce (48%) is indifferent about the role of HR in their company. Additionally, 18% believe that HR takes away from their overall experience at work. These findings show that the structure and function of current HR teams need to be revamped to fit the modern workforce.
HR Must Foster a Better Corporate Culture for Employees
As companies grow and the world of work continues to transform, it is imperative for business leaders to focus on creating strong cultural foundations. The majority of people surveyed (77%) said that corporate culture is extremely important, and 70% also believe HR can do a better job of fostering it.
With flexible work schedules and dispersed workforces, the traditional workday and concept of a work/life balance are shifting. Employees must feel comfortable with their coworkers, yet Hibob’s survey findings indicate that employees consider less than 15% of their coworkers to be friends.
To help mitigate turnover, HR teams and managers must prioritize teambuilding, as friendships help with collaboration, which inherently increases productivity.
“When managers view their team members as unique people with distinctive experiences, rather than as numbers or ID cards, they can make more informed decisions about their teams or tribes that will not only work well for their group, but also benefit the organization as a whole,” says Ronni Zehavi, CEO of Hibob. “HR teams have a lot of work to do before they fully gain employee trust, but with the right data and tools, they can work closely with managers to become cultural leaders.”
How Companies Can Improve the Role and Structure of HR
Since most employees find their HR teams to be ineffective at creating culture, companies must empower and invest in their HR teams by giving them the tools they need to better connect with employees.
While every worker and organization are different, there are several broad initiatives companies can utilize that will provide HR teams greater with influence over company culture. Hibob has identified a few of these initiatives below:
- Consider candidates’ emotional intelligence (EQ) during the hiring process. HR leaders and team managers must have high EQ to assess employees’ happiness and detect signs of burnout or stress. HR teams need to be approachable and effective; managers who lack these skills will not be able to effectively inspire and lead employees.
- Empower HR teams to build out employee wellbeing programs and offer impactful perks. The amount of vacation time a company offers is a key consideration factor for nearly half of jobseekers (45%), but the other nonsalary benefits that employees want can vary from one organization to another. Companies should encourage their HR teams to connect with employees directly to learn about the perks they are looking for so they can introduce programs that matter. By showing employees that their feedback is being heard, HR teams will appear more credible and trustworthy.
- Encourage HR leaders to create unique company experiences that employees will not find anywhere else. While the culture for each tribe within a company is primarily led by that team’s managers, a strong organizational culture is important for retention and overall satisfaction. HR teams should establish unique organizational traditions to create a sense of togetherness and belonging among employees.
- Facilitate collaboration between HR teams and team managers to implement a strong employee experience initiative. It is common for employees to engage with their HR teams only during the hiring process, for annual reviews, and when they are leaving a company. Setting up more meaningful, regular check-ins will inspire bonds and open communication between employees and HR managers.
- Consider rebranding the HR team. Titles like “HR Manager” can seem old-fashioned and corporate, whereas titles such as “Chief People Officer” or “Chief Happiness Offer” will set the tone for the role of a modern HR team. By bringing in new HR talent and reimagining traditional HR titles, companies can begin to evolve perceptions of the role of HR.
If you want to improve your employees’ experience and transform your HR department, keep these tips in mind.