As the workplace dynamics change, so does HR, and 2020 will be full of change that requires a paradigm shift in how we communicate and partner. Join us and Inspiring HR as we break down the changes we anticipate for small business and how business leaders can prepare for the new year:
- HR Outsourcing Takes Over –HR professionals are seeing a major shift from employing internal HR professionals to outsourcing all or most HR functions. The expense to employ HR professionals is much greater than outsourcing HR responsibilities to HR consultants who specialize in learning, interpreting, and developing policies and procedures in accordance with new and updated federal and state employment laws and regulations. Businesses are creating business partners or strategic partnerships with qualified HR specialists to assist with day-to-day HR issues.
- Flexible and Remote Work Becomes Permanent – The workforce is starting to require more flexible work weeks and remote work options that are in alignment with more modern work trends. Business owners are finding success in making more roles within their business flexible and/or remote-based. As a result, more employees are working flexible work weeks, such as working three to four days per week instead of the typical five day standard and/or working 30 hours a week versus the standard 40-hour work week as we’ve seen in the past. Working a flexible schedule and/or remotely has proven to be successful and more cost effective for many business owners. As we move into the new year, business owners will begin to shift more traditional office roles to remote roles.
- Employee Engagement is More Important – A popular trend in 2019 will continue to develop into 2020, which is employee engagement. By engaging employees within the workplace, business owners are finding that employees are more willing to work harder for the success of the business. When employees are engaged, they feel important and valued to the business. As a result, employers are finding that engaged employees are easier to retain; therefore, reducing turnover.
- Social Media and Artificial Intelligence Drives Several HR Functions – Since the inception of social media platforms, business owners have seen a major change in how they handle recruiting, marketing, branding, etc. Social media platforms are driving the success of each of these functions, especially in recruiting where everything is now digitized from the job posting to presenting an offer of employment. Many recruiters and potential candidates now regularly communicate electronically throughout the recruiting process. Social media is also a great resource for businesses to develop and communicate company brand standards and reputation to potential clients and employees. The evolution of social media in business will continue to change how you operate and interact with employees and customers.
- Ongoing Performance Management –Business owners have been moving away from the “annual review” process and instead benefiting from ongoing performance feedback to employees. This may look like weekly or bi-weekly one-to-ones to discuss successes, obstacles, achievements, deficiencies, etc. Not only do these frequent feedback sessions do a better job of staying ahead of any major performance issues by addressing them immediately, they also promote greater employee retention and increased performance for incoming generations that are accustomed to more open and immediate data electronically, through social media and in gaming platforms.
HOW CAN SMALL BUSINESSES KEEP UP?
- Assess your current HR function and how it relates to organizational needs. Is the internal HR function(s) necessary or could an outsourced HR strategic partnership provide greater value to the business? Would an outsourced strategic partnership free up financial resources and day-to-day administration to allow for expansion and growth? If your Internal HR function is effective and delivering value – keep it! If not, be open to options.
- Review and compare your company core values, mission statement and vision against upcoming workplace trends. Do they align? Or do they require a different perspective such as moving from a standard work schedule to a flex schedule or remote work?
- Identify and implement new approaches to employee engagement and ongoing performance management where possible and necessary. If you want increased engagement and open communication, you can’t be reactive or stagnant.
- Don’t be afraid to test and implement new social media platforms to drive recruiting, branding, and marketing efforts. So many options exist, you WILL find an option that best suits your individual company for a cost that meets your budget.
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Inspiring HR employs a group of certified HR professionals with experience ranging from specialization in Labor Union contracts to more traditional corporate culture. Their HR professionals strive to balance, simplify, understand, empower and ensure relevance by instilling an “HR Done Differently” approach.