Three New Year’s resolutions for HRDs

Three New Year’s resolutions for HRDs

Three New Year’s resolutions for HRDs New Year, new you? The trend of setting resolutions for ourselves every January has been in practice for decades. The idea is that you strive to improve yourself, be it your health, friendships or career and enter into the New Year feeling motivated and productive.

So, if January is a time for transforming ourselves, then surely it’s the ideal time to start advancing our HR processes?
“According to the Conference Board of Canada employee engagement scores have remained flat since 2010 and in many cases are declining,” explained David Heather, vice president people and human resources, ADP Canada.

“This is a big opportunity for all business leaders, but especially leaders in human resources. It’s time to ask ourselves what we ‘resolve’ to achieve in the year ahead.”

Heather gave us his three resolutions for HR leaders out there, looking to make a change in 2018.

Invest and develop your employees

“In most businesses it costs more to acquire new customers than retain existing ones. The same applies to your employees. Companies can no longer afford to just manage talent. We must invest in, and develop our employees.
Identify and cultivate the capabilities and behaviours that are going to benefit both your business and your employees and put metrics in place to measure that performance.

“Without measuring the result, we can’t assess if our business and the employees are making progress.  The benefit is clear. More engaged employees will drive superior business performance. It’s a classic win-win.”

Have a great onboarding process

“Your organization's onboarding plan and process plays a critical role in the employee experience and ultimately their retention. According to the Society for Human Resources Management there is a strong connection between an employee's first days at an organization and the length of their tenure.

“33% of new hires who quit their jobs within six months most commonly cite a lack of clear guidelines, ineffective training and poor peer relationships as reasons for leaving. In contrast, employees on boarded in a structured manner are 58% more likely to be with the same employer after three years. The business case to invest in effective onboarding is clear.”

Stretch assignments and rotations

“Employees are increasingly seeking meaning in the workplace and want to know they are a valuable member of the team. Stretch assignments are a great way to provide opportunities for staff to have a direct impact on strategic business results that can be measured objectively and enhance their skills with the added benefit of a safety net to ensure they are supported. 

“The trick to doing it successfully, is setting clear objectives, having regular check-ins to discuss questions and insights and providing coaching along the way.”

And if you’re one for making meaningful resolutions this year, take a look at this innovative idea to increase your connections.