Cat Graham, Adjunct Professor and Employee Experience Expert.
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As HR teams, we've been here before. The economy's been difficult to navigate, so we're facing talent challenges like hiring enough people, retaining engaged employees or making the difficult decision to reduce staff. But today's causes are new. We've had to face the unprecedented pandemic, which forever changed how we work and how we view work, and contend with social justice issues that deepened feelings of isolation and fear.
In the past, when things improved, it was hard to trust they would stay that way. After these past three years, it's even harder to imagine. I call this the HR twitch. We know the other shoe is going to drop; we just don't know when.
The good news is that challenging times can hone our creative approaches to solving problems. Today, we're more in tune with the well-being of our employees and their needs, and we're embracing two-way communication to ensure we have our finger on the pulse of employee sentiment. We've also learned to be more inclusive with our teams and focus on actionable plans for career mobility and pay parity.
HR leaders have had to do more with less, which has led to adding more to our professional toolboxes. While we're surely tired from all the pivots, we're also very well-equipped to lead in uncertain times. That said, here are some good tips to refresh your impact.
Flexibility
Human resources leaders are often inherently good planners. (I'm sure many of us have already started our 2024 strategic plans!) While plans are a good framework, sometimes we get stuck in all the initiatives we committed to in our annual checklist. This may be because we want to show just how much we achieved during the year. But in uncertain times, flexibility is essential.
Perhaps you had a hiring plan that no longer applies with mid-year results or an enhanced training program that, while valuable, no one has time for. By becoming flexible, you can trim larger initiatives and allow for more time to complete certain milestones. Consider how you can maximize what you already have instead of launching something new, and see how employees react. If, for example, you loosen your return-to-office policy during the summer, chances are you'll drive more gratitude and employee engagement.
Empowerment
Empowering others drives pride and a sense of control, both of which are important to foster in uncertain times. Look across the organization and really get to know your employees. Each one offers unique skills and perspectives that can enable your organization to succeed.
Perhaps someone is a committed volunteer in your local community, so they could help you foster better corporate citizenship for the whole company. Maybe a super-organized employee can help evaluate your systems to see which ones work, which no longer apply and which can be consolidated. Beyond empowering business outcomes, you can also empower your teams to connect. For instance, avid runners may want to spearhead reaching a wider group—even among employees who aren't in the office.
Empathy
As leaders, we can be so used to having all the answers that we forget the value of showing our humanity and vulnerabilities. But this is especially crucial in uncertain times. For instance, increased stress can make us complete tasks quickly without processing all the impact our actions may have. Because we feel rushed, our minds don't think as clearly. So if you're feeling the stress, chances are your employees are feeling it, too. Let your own guard down and admit your feelings of stress, then give employees grace to share how they are feeling. By acknowledging these shared challenges, you can create stronger feelings of connection.
It's also an opportunity to show employees that you care about their well-being by making small adjustments to organizational processes and policies. Encourage managers to pause to make time for team members who need to catch up. Implement a policy of "15 mindful minutes" to avoid scheduling back-to-back meetings. Consolidate messaging to reduce the number of global emails that can end up overflowing employees' inboxes. If you have to say goodbye to someone, put empathy first and allow them to share their feelings. While not every employee is a fit ultimately, that doesn't mean they're not valuable professionals who played an important part in your company's success to date.
Human resources leaders are a critical component to achieving corporate success, and the stakes have never been higher for us to be true business partners. We've learned a lot in the past few years, and tapping into the new creative skills we gained can help us support our organizations through tough economic times or industry uncertainty. By being flexible, empowering others and prioritizing empathy, we can help create a better employee experience and overall company wellness.
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