13 HR Trends Anticipated for 2020, 2021 and Post-Pandemic

The human resources (HR) department of businesses of all sizes have been transforming gradually over the years, since the business conditions, technology and workforces have changed continuously. The current Coronavirus pandemic has made it even more necessary for HR professionals to quickly respond to important business priorities, handling fluctuations in the workforce and using the latest technology available. The diversity of the workforce has increased, with employees of different ages, genders, nationality and race being hired by companies and HR will have to ensure that they work harmoniously together as a team.

Looking Ahead future workplace trends

HR Looking Ahead

Though usually HR has handled the changes in business requirements well in the last few years, it is now necessary for the HR department to take a fresh look at the expected near term and future trends carefully, if it wishes to remain an essential company function in future. Using the information provided by the Forbes Human Resources Council, some of top predictions for HR trends in the post-pandemic periodic, second half of 2020 and 2021 are listed at the end of this article. Employers can utilize these trends to plan for the future, use HR help for formulating, implementing corporate strategies and improve employee engagement which will certainly help in business growth.

HR should manage the changes in habits at the workplace and employee expectations after considering the pandemic, economic uncertainty and the predicted trends of culture and age divergence. Managing the employees of a company is challenging under any circumstances. To improve effectiveness of the employees, HR professionals should focus on these trends. These include ensuring that that the employees are engaged in their work, happy and healthy.  One of the most challenging activities for the HR department is improving employee engagement since statistical data indicates that employees are not fully engaged while working.

Employee Engagement Will Be Key

To improve employee engagement, HR professionals are also focusing on well being of employees especially after the COVID-19 pandemic started. Gallup indicates the stress level of employees has increased, so more companies are recognizing the need to offer wellness programs which also include mental health.

A Deloitte survey points out that 91% of employees have an unmanageable amount of stress or frustration.

HR teams should make more effort to up-skill and re-skill their workforce.  Making them more productive will help the business innovate and attain corporate targets.

By staying updated on the following trends, HR professionals can anticipate changes in industry and the workforce to adjust business processes accordingly.

Forbes Predicted Workplace Trends

Below are the predicted workplace trends the experts from the Human Resources Council of Forbes see intensifying.  By reading the entire Forbes article you can uncover why the experts believe the trends will be so popular:

1.Bigger Focus on Diversity, Equity, Inclusion

2. More Organizations Speaking on Social Issues

3. Heightened Interest in Workplace Culture

4. Improvement in Workplace Technology Systems

5. HR Leaders as Culture Champions

6. Changes in Employer-Sponsored Health Plans

7. Continued Caution in Hiring

8. Growing Importance of Working from Home

9. A Focus on Mental Health and Well-Being

10. Improvement of Employee Experience

11. More Focus on the Remote Work Experience

12. More Importance of Learning and Development

13. A Greater Focus on the Human Element

As the above trends demonstrate, there will be many demanding areas for HR teams.  To remain relevant, the main challenges for HR professionals will be adopting new ways to maintain and improve efficiency and productivity in their core functions, especially employee retention and engagement.

Summary

The trends will help the HR professionals predict changes and make the required alterations to their business model. HR departments will have to adapt to change, using digital technologies and help to integrate workers of a new generation with different expectations into the organization.

It is important to identify the capabilities of key employees for personal development so that the employee does more than what his job description specifies. Employees should get support so that they behave responsibly, take the initiative, work independently and together respond quickly to the changes in business conditions.

Organizations which use the latest digital technologies, business practices, encourage innovation of employees and are streamlined will advance in future. In this, the HR department has a central role helping their business become successful.

Flexicrew can help you quickly recruit the types of workers which will fit well with these trends.  Give us a call today to get prepared.

 

Tips for Keeping Employees Engaged During a Market Downturn

Keeping employees engaged remains a major concern for the organizations and specifically the Human resources (HR) department. Keeping high employee engagement levels remains a challenge for most employers. Surveys have observed that less than half of businesses believe that their employees are engaged in their work, and will make an additional effort to do the work. This indicates that most organizations require a lot of help in this matter. Most businesses think that less than two thirds of their employees are engaged in the work.

employee engagement

The immediate supervisors of the employee and leaders are the major factors affecting employee engagement. Some of the tips for managers which will help in keeping employees even during a downturn are listed below:

1. Employees are Assets
  • Employees should be considered as assets for the organization, not expenses and treated well. The leadership of the organization should be aware that if the employees are fully engaged in the work they do, they will add more value to the work they do. It is advisable to define the roles for each employee, define goals which are linked to the goals of their department, division or the entire company.
2. Employee Appreciation Culture
  • The organization should foster a culture of appreciating employees. The employees should be aware that they make a difference and help the business attain its targets and often exceed them. The employees should be informed about how their behavior is linked to the company goals and values using a strategically designed program for recognizing employee efforts. This program will show how the work done daily by the employee contributes to the achievement of company goals.
3. Employee Recognition
  • Improving performance by recognizing additional effort. If the employee is frequently and consistently recognized for his additional effort in the right way, it will result in a greater boost to the performance of the employee. It is observed that the return on investment (ROI) for a well designed recognition program is usually far more than the annual salary increased. The program rewards should be at least 1% of the payroll of the business. The organizations should reduce their annual increments to the lowest possible and encourage better performance from employees by implementing a suitable recognition program.
4. Open and Honest Communication
  • It is important to have an open and creative discussion with workers either face-to-face or in a group. For this, the supervisor should stop considering his own agenda and expertise and consider his subordinate(s) needs. This can help in increasing the engagement of teams since assumptions are questioned, different opinions are considered and problems are converted into opportunities
Employee Discussion Process

Some important considerations which should be discussed and documented after such discussions focus on the following:

– What are the problems which we are facing in this area?

– What are the reasons why we face these problems?

– What can the employee, team or our organization do to get a better result?

– What is the team or organization doing at present which is causing problems?

– If the problem is resolved, how would conditions improve?

After this, the information provided should be converted into plans which can be implemented.

Increasing the recognition of the employees, being involved with the employees, their problems and offering better opportunities for career growth can help improve employee engagement. Organizations with high engagement levels are more likely to be monitoring the engagement of the employees closely, recognizing better employee performance offering career growth. The workforce will also have leaders and supervisors who improve employee engagement.

Recruiting Engaged Employees

Need assistance recruiting engaged workers, call on Flexicrew or just pick our professionals‘ brain for creative ideas.

Evidence of Benefits of an Engaged Workforce

Employee engagement is about the commitment of employees to reach challenging goals, finding ways to improve their employer’s work processes and achieve personal satisfaction from the job being done.

CHARACTERISTICS-OF-EMPLOYEE-ENGAGEMENT

Study of Employee Engagement

Various researchers as well as individual companies have measured the motivation of employees using various simple-to-highly complex employee opinion surveys.  Although results differ among studies, they are consistent in the direction of the findings.

A high level task force conducted detailed research on how an engaged workforce can affect an organization and its growth. It was found that there is a significant difference in the performance of organizations with a highly engaged workforce and organizations with lower employee engagement levels. Hence the task force said that leaders and managers should focus on making the employees more engaged since this could result in greater productivity and GDP growth. The statistics of employee engagement and business performance for some of the most reputed organizations were provided as evidence.

Statistics of Employee Engagement

One survey of the workforce indicates that…

– Only one-third of the employees are actively engaged in the work which they are assigned.  According to a Gallup poll, only 51% of the American workforce is engaged.

– That translates into approximately eighty to one hundred million employees are not delivering their full capability or attaining their full potential at the work they were doing!

– 64% of the employees said that they had more skills than what were used for the work which they were doing at present

Comparing Employers with the Most Engaged vs. the Least Engaged Employees

Statistics were compiled of different organizations, and they were classified based on their level of workforce engagement. Specifically the performance of companies in the top quartile of employee engagement was compared to the companies in the bottom quartile. It was found that:

– The profit of the companies in the top quartile was twice the profit of companies in the bottom quartile

– The revenue growth of the top companies for employee engagement was two and half times the growth for companies with lower engagement

– Customer satisfaction levels in for the top quartile companies was 12% higher than the lowest quartile

– Highly engaged employees were 18% more productive compared to employees who were not engaged in the work assigned

– 59% of the employees engaged in their work were likely to offer creative and innovative solutions while doing the tasks assigned to them compared to only 3% of the employees who were less engaged

– The high engaged employees were less likely to leave their job and their companies had a 40% lower employee turnover, compared to businesses whose employees were mostly not engaged. So organizations with an engaged workforce has to spend less money and effort on recruiting new employees.

– It was found that efficiency in organizations having engaged employees was about 35% higher than businesses with less engaged workforce. For the organization, this increase in productivity is equivalent to having one additional free employee for every eight employees

– Organizations whose employees are less engaged, find that these employees are 42% more likely to be involved in accidents compared to businesses with a highly engaged workforce. This is because the unhappy employees are usually more careless and do not follow the rules specified. These accidents are expensive since the productivity is adversely affected.

Wow!  Kind of disheartening.

Objectives of Employee Engagement

So obviously the objectives of employee engagement are to:

  • Become an “employer of choice” in your industry
  • Improve employee retention
  • Build a culture of high performance
  • Improve customer satisfaction
  • Increase shareholder value (for companies with shareholders)
  • Reduce absenteeism.

Hence every organization should do everything possible to keep their employees engaged, since it increases productivity and what’s more, it has a real effect on your business bottom line – without any additional cost.

Recruiting Engaged Employees

Need assistance recruiting engaged workers, call on Flexicrew or just pick our professionals‘ brain for creative ideas.

The Importance of Employee Engagement during a Downturn

Studies have indicated that organizations where employee engagement levels are high will usually be more profitable and successful. Sometimes the organization may face a crisis due to factors beyond their control like a pandemic or recession. In this case, it becomes even more important for the organization to use all the resources available efficiently. Employees are a major resource for all organizations, and their compensation forms a significant part of the regular business expenses. Hence increasing the engagement levels of its employees is one of the most cost effective ways of boosting the productivity of the organization.

simple ways to employee engagement

Here are four simple ways to improve employee engagement:

Communicate regularly

During a recession, many employees fear that they will be dismissed, especially if the organization has dismissed some employees in other offices. This can lead to a lot of mental stress, anxiety since the salary is the main source of income for most employees. It is also very difficult to get a job during the recession. The employees may waste a lot of time gossiping and may not provide proper customer service. Hence it is important for the management and human resources (HR) to communicate regularly with the employees and honestly answer any query they may have. This will greatly reduce the stress which uncertainty can cause.

Low cost methods to improve engagement

During a crisis, the profit of the business will usually be adversely affected due to which it cannot afford to spend more money to keep employees happy. One way to deal with the problem is looking for low cost solutions. Often the threat of a layoff can cause a lot of stress for the employees. Some companies are announcing salary cuts for all employees to reduce the wage bill. In other cases, the employees are offered other options which will help them improve their lifestyle or have more free time. For example, some employees may be allowed to work at home.

Reskilling and training

When the number of orders is reduced, the employees usually have more free time. Instead of firing these employees or paying them salaries despite doing no work, many companies are utilizing this time to train these employees in new technologies which are likely to be in demand. The training will also help improve the career prospects of the employee, and increase the employee engagement since the employee does not have to pay any additional amount for the training. The free time can be used for reskilling, asking experienced employees to train others.

Cost effective Recognition

Though a large number of employees may be working remotely, the organization can still find cost effective methods to recognize performers. The organization should determine the goals which are important and how the employee contribution can help in achieving these goals. It is important to recognize the top performing employees and acknowledge their contribution on time, so that they remain motivated, engaged and work hard. There are many tools which are available which can be used to acknowledge employees for meeting or exceeding the goals specified.

Summary

Though a recession, pandemic or other natural or man-made disaster is a difficult period for any employer, keeping employees engaged can help the organization tide over the crisis successfully.

Resources

Contact Flexicrew and we will expertly guide your organization towards optimal performance through employee engagement.

Retaining Employees – Why it’s Crucial and How to Do it Right

In today’s challenging labor market, employers feel more need than ever to hold onto talent. Why, however, is this such a major challenge? Largely thanks to the worldview of millennials, who expect things fast, search for experiences, and are simply not willing to stay in a job long enough to wait for the benefits. Bad news is, with generation Z soon to come into their prime, the situation isn’t bound to fix itself any time soon, because if you thought millennials were an HR-handful, the follow-up is even more so.

The solution is – invest in retaining your employees.

5 Steps to Retaining Employees:

1. Ensure Supervisors can Connect with Workers

What we mean by connection isn’t painful, theory-X monitoring and control.  That would be bound to drive the young workers out the door from day one. Without a doubt, it’s a supervisor’s role to keep the finger on the pulse, but there is more than one way to approach it. Entrusting responsibility, avoiding micromanagement and being on the lookout for ‘teacher’s pet’ scenarios typically ensures that the sense of hierarchical authority doesn’t switch from respect into contempt or envy.

2. Set Up Workers for Success

Easier said than done? Truly, theories are filled with approaches that use fear as the predominant push factor, while the mindset of success gets ignored. Is it right? Not quite so. Although workers do tend to respond to fear well, and at times a crisis may be exactly what one needs, the dominating company environment should be that of positivity, success, brighter future on the horizon, and belief in each one of the employees. Flexicrew believes you can do this and is at times much more effective. We hope you will get yourself together for this one… It’s all about attitude.

3. Competitive Pay and Benefits

Almost every employee feels they are underpaid. This is hardly a feeling that goes away, simply because belief in monetary self-worth is rooted in each one of us living in the modern world. Certainly, you should aim to recognize achievement and hard work, and make sure to reward it accordingly, but what if you are a smaller business and resources are running on the lower side? You would like to reward your employees, but financials are so tight you are worried you can’t afford to do it left and right. Luckily, it’s not all workers look for. Medical insurance, a gym discount, free pizza on Thursdays, ability to occasionally work from home for young mothers, a ping pong table in the back of the office for employees to enjoy during break times – you would be surprised what a difference a relatively inexpensive benefit can make for employee retention percentage increase.

4. Employee and Work Team Recognition

Everyone talks about team work, and make no mistake, a good team is the absolute key to the success of your business. Sometimes it may, however, seem difficult to encourage it to go the way you want it to. One of the main issues is – in many workplaces, an ego of an employee still stands above the success of a team as a whole. This is human nature. If an employee isn’t feeling his skills are recognized, he may free-ride team tasks, and be reluctant to contribute as much as he could have. How do we deal with this? We uncover personal motivation. For some it’s a bonus, for another – public recognition (studies have proven that this particular procedure resulted in a better employee job satisfaction percentage than a higher compensation).  And for someone else – it’s a simple pat on the shoulder and a ‘good job’ aimed his way.

5. Offer Workers Means to Provide Input and Feedback

Last but not least, each one of us wants to be heard. Having a voice is crucial for a healthy job environment, so make it happen today. Suggestion boxes, anonymous supervisor evaluations, monthly meetings with the question on the agenda: “What should we do better?” The best suggestion which ends up implemented can even be rewarded!     At the end of the day, no matter if you are a business owner, a manager or an HR specialist, it’s all about asking yourself which environment would an employee happily be in X hours per day / Y days a week for at least 2 years.

And of course, start taking these baby steps today.

For more advice on retaining employees, give Flexicrew a call 866-720-FLEX (3539) or connect with one of our branches.

6 Ways to Show Employee Appreciation at Thanksgiving

Thanksgiving is a time we give thanks for family and friends and it’s equally important to show employee appreciation. Although you should express gratitude to your staff all year, Thanksgiving is a perfect time to boost your attempts to show them how much you are grateful their contributions.6 ways to show employee appreciation at Thanksgiving

And, as one of the Southeast’s top staffing agencies, Flexicrew Staffing knows that saying ‘thank you’ is much more than just a feel-good exercise. It can make a measurable impact on productivity, worker engagement  and profits. Also, the way you show employee appreciation is frequently the way they will treat your customers.

Equally, It’s important to define how employees want to be recognized, given their work environments and their job roles.

6 Ways to Show Employee Appreciation at Thanksgiving

To help you get started, here are six ways to show employee appreciation:

 

1. You’ve got to express your thanks

Each member of your team wants to know they are appreciated and that there is meaning and purpose to what they do.  And a simple ‘thank you’ for efforts or contributions or even going the extra mile is the easiest, fastest and least costly way to show employees you care  and notice their contributions. So get into the habit of saying ‘thank you.’  When was the last time you thanked an employee for a job well done?  And realize that recognition is best when it is specific and timely.

Another good way to show employee appreciation is in writing.  A simple way say ‘thanks’ is to jot a handwritten note. Just be specific with your employee and add at least one mention of a major strong point, behavior or completed assignment that you really appreciated and why.

2. Shine light on top performers

Send out an email to your entire staff recognizing certain employees for their excellent performance. You can promote their performance, too, in your company newsletter to customers.  Don’t hide their success under a bushel basket.

3. Casual conversations

Schedule a casual meeting with each employee to talk more about performance. But don’t simply talk about your goals and expectations.

Keep it low key.  Attempt to get to know them better. Ask about their career hopes and aspirations and how you can help them achieve more. Find out how they think things are going on the job and find out what you can do to give them more support.

4. Describe opportunities for career or job growth

Show your employees how much you trust and respect them by offering growth opportunities. By expanding access to opportunity, not only will you enhance their skills, but their loyalty as well.  Whether you recommend a stretch assignment, you can enhance their personal growth while also rewarding employees.

5. Employee appreciation day

By all means, if you want a formal event, plan an employee appreciation day once a month. Then you would highlight one or two staff members who have made an especially big impact that month. Not only will you recognize a top performer, but you’ll also stimulate others to work harder and expand their performance.   Look at it as a meaningful way to foster employee engagement, thank employees for their hard work and build employee camaraderie.

6. Reward system

Develop a program where every time an employee meets a goal or completes a project, they can earn points towards prizes.

Start to Show Employee Appreciation

In short, don’t assume your staff knows how much you value and appreciate them. Your responsibility is to show it – and these six suggestions are useful ways to start.  You will strengthen the emotional relationship between your organization and the people who deliver your results.

Do you need more help finding top performers for your team?

Call Flexicrew. As one of  the Southeast’s top staffing agencies, we have years of experience serving employers – and helping them find truly exceptional people. Contact us today to learn more!