“Positive culture comes from being mindful, respecting your colleagues and being empathetic.”
As the world of work and business continues to evolve, attracting, retaining and developing the right employees has always been an important factor for business success, but why has it become the latest “trend” in the HR world?
“We are not perfect human beings, nor do we have to pretend to be, but it is necessary for us to be the best versions of ourselves that we can be.”
With the world of work evolving at a rapid speed; the introduction of new technologies, increased emphasis on diversity and inclusion, as well as a more modern approach to leadership to name but a few. They all present new challenges to organisations, but if businesses are turning to new ways of working, then how can we make better use of our people?
Many HR departments and professionals are debating this very subject. When I first started in HR, my first role was as an HR Administrator, creating contracts of employment and printing off employee handbooks. One of my concerns with increased automation is the lack of entry level HR roles that may be available in the future, how can we attract people into our profession when the roles simply don’t exist? Could HR possibly be facing its own skills shortage in the future?
Productivity has always been a big talking point whether it is an intention to boost it, identify is causes or if enough is being done to improve it by organisations. At the moment, the subject is pretty much overshadowed by GDPR, Brexit and the gender pay gap, but we shouldn’t forget about how important it is to ensure employees productivity doesn’t suffer in such uncertain times.
I think can all agree that being productive in today’s working environment is harder now than what it has ever been and with the conflicting information regarding how many hours a week we should work verses presenteeism, and not forgetting achieving that desirable work life balance, it’s no wonder that productivity is easily lost in translation.
There is an increasing pressure upon organisations to improve their workplace experiences, and whilst this is not a bad thing, it needs to be considered that smaller organisations may not be able to be as accommodating as larger ones.