HR issues are at the top of employers’ priorities in a post-restriction working world Business News

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The post-restrictions workplace means HR teams can really make a difference.

As organizations consider future work models after restrictions are lifted, key HR issues have never seemed more important.

At the height of the pandemic, the focus on keeping businesses afloat and keeping employees safe while millions were placed on the coronavirus retention program kept attrition rates low. a low level. But now that restrictions have been lifted, employers face new challenges, with companies vying for top talent and some willing to pay handsomely to attract them. Many employees have become accustomed to high flexibility and autonomy, reduced commuting time and a better work-life balance. Retaining and attracting talent are issues that should dominate HR agendas.

Employment director at UK law firm Shoosmiths, Paul Stokey, believes changes in working methods are presenting new challenges for HR teams. “The post-restriction workplace means HR teams can really make a difference in dealing with some of the key challenges ahead,” he says, “but only if they adapt to changing needs and risks. emerging”.

Many potential issues stem from an inevitable reduction in in-person time, with hybrid working remaining a feature of some industries. Companies may find it harder to effectively manage performance and ensure work cultures are maintained and promoted. “Helping companies establish new ways of working, such as deploying policies and support networks to ensure staff are managed effectively when they are not physically alongside colleagues, requires a different approach. adds Stokey. “It’s much more difficult to create the same dynamic over the phone or over video.”

HR teams will need to adapt how they monitor and manage performance and provide feedback. Establishing protocols that account for the fragmented nature of hybrid working, setting clear expectations, and ensuring managers have tools to identify and manage remote performance will become increasingly important.

Employee mental health has long been on the HR agenda, but its presence is likely to increase as staff who have worked in semi-isolation for some time are likely to be cautious about returning to workplace, while others may need support for work-related stress and burnout. It will be essential to train and enable managers to identify and deal with the warning signs. Many companies have set up and disseminated employee support programs or helplines, alongside introducing or strengthening links with occupational health professionals to support their staff.

Other pressing employment issues include helping businesses entice employees into a buoyant job market where other employers can offer even more flexibility or market-breaking wages. Going beyond traditional recruitment pools and developing and developing current employees will be areas where HR can make a difference. Likewise, being able to identify the right talent and give managers the right tools to recruit, as candidates increasingly expect video interviews, presents recruiting challenges for many. Organizational culture will be key to retaining talent, and HR will be key to fostering diversity and inclusion to meet all environmental, social and governance (ESG) strategies.

It’s clear that HR teams have many important items on their to-do lists – the need to prioritize employment issues in a post-pandemic world cannot be understated. Forward-thinking and creative HR teams will be well positioned to help their businesses survive and thrive in a post-pandemic, employee-driven world.

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Originally published on Business Reporter

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This notice was published: 2022-05-18 16:02:09

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