Four Daily Practices for HR Professionals

Four Daily Practices for HR Professionals As an HR professional, you can have an incredible impact on the engagement and motivational levels of your leadership. Here are four daily practices that you can channel, guaranteed to help your managers succeed.

1. Seek a new way of thinking about bonuses.

Bonuses! Your employees think. How will I save or spend this?! Bonuses are an exciting time for the workforce; but what do they mean for HR professionals? Most likely, bonuses mean that you need to think about how figures compare against performance metrics. Traditionally, KPIs include opportunities generated, deals closed and business dollars retained. But what about the impact of your greatest asset? Did turnover decrease? Did engagement levels rise? Evaluate the criteria you use to determine how bonuses are awarded.

2. Believe in your ability to help change your workplace by soliciting regular feedback.

Keeping a pulse on how your leadership performs isn’t a matter of deploying a yearly survey. It’s about constantly surveying your workforce to gauge engagement levels. Solicit regular feedback by asking employees thoughtful questions, genuinely caring about their responses and taking action when necessary.

3. Make smart, calculated plans for your training.

Onboarding, exit interviews and everything in between. Wait! What’s that “everything in between” part?

Think about how your HR department provides the workforce with opportunities to absorb more knowledge, advance their careers and drive business results. More specifically, when are managers trainees? It’s easy to rely on your management to onboard new talent, but how are you ensuring that your managers have the resources they need to provide ongoing coaching? Think about evolving your recognition and engagement platform to give managers a coaching solution.

4. Engage in work that positively impacts the learning curve for your employees.

Fundamental shifts to processes, goals and objectives can be challenging for the entire workforce, but particularly for managers who need to be able to do it all. Managers are required to exhibit great leadership qualities, understand their team dynamic, motivate their team, make strategic decisions, and develop talent. As an HR department, how can you make this as smooth as possible for your management team? Consider implementing dashboards that puts information at the fingertips of leadership.

What other daily practices can HR professionals adopt to make their workplace engaging for managers and employees?

 

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