How HR is changing in 2022

HR professionals have, without a doubt, become business heroes over the last two years, playing invaluable roles in managing the adverse change thrust upon us. 

As we begin 2022, the question on everyone’s mind is what will be the changes this year, and how can we tackle them? 

To ensure you make the most out of the coming months, I’ve covered the top four ways I believe HR will change and how technology can support you.   

Hybrid working: the bottom line  

Over the last couple of years, every publication and software vendor has been shouting about how hybrid working is the new normal; we’re no exception – read our blog here for a detailed look at hybrid working.   

But what does a permanent uptake of hybrid working actually mean for your business?  

Re-train managers 

With hybrid working now widely adopted, you may need to reassess the people management skills of your managers. 

Especially as a disparate and virtual workforce requires entirely different support. 

So, to ensure that your employees are receiving the necessary help and guidance, I advise that you work directly with managers to upskill them on a new way of working with their team.  

Review your tech stack 

How did you adapt to the various lockdowns? If the answer is that you brought your desktop and paper files home, then a reassessment of your tech is required.  

It’s not time-effective or convenient to be jumping between home and the office when utilising outdated tech and physical documents. 

Instead, everything needs to be moved to the cloud, enabling seamless and secure transitions between locations.  

Reassess your policies  

If hybrid working is now a permeant offering in your business, you must reassess your policies to ensure they’re in line. 

The Great Resignation: what can employers do?    

Last year is quickly becoming known for the ‘Great Resignation’ due to the staggering rate workers quit their jobs. 

Talent shortages, employee poaching and reduced internal resources have all been subsequent results of the Great Resignation.  

I’m sure the repercussions from so many people quitting their jobs will continue to be felt in 2022. 

As a result, a focus on retaining and recruiting top talent is vital. 

To optimise your recruitment, consider enhancing your employee value proposition (EVP), which is the value people perceive from your business outside the base salary.  

The following can all improve your EVP:  

• Ensure hybrid working is a permanent offering 
• Make an effort to foster team spirit  
• Show new starters you care 
• Focus on training and development  
• Hire from within and upskill existing staff  

To read our recent article that covers how to improve your EVP in greater detail – click here.   

The rise in Artificial Intelligence (AI)

Automation and workflows are now standardised features within modern HR software, but in 2022, I expect tech to evolve further in the form of Artificial Intelligence (AI).

In particular, Artificial Intelligence will enable businesses to get closer to their employees, providing the insights needed to truly understand their people.

Josh Bersin, author and well-known industry luminary, recently stated that ‘the flow of work’ will define HR over the coming years with processes becoming increasingly human-centric and conversational.

But in layman terms, what will AI do for your day-to-day?

Ultimately, AI will help capture additional employee insights around performance and wellbeing without the need for human intervention.

As a result, HR professionals and managers will have more information to personalise the employee experience while simultaneously having more time to action additional people support.

Employee wellbeing is now more of a priority than ever before

The pandemic has taken a toll on people, with unpredictable lockdowns, isolation and loneliness severely impacting mental and physical health.

A Millennial and Gen Z survey conducted by Deloitte found that over the last year, a third of young professionals have had to take time off work due to stress and anxiety caused by the pandemic.

Bottom line: employee wellbeing is no longer a benefit – it’s a necessity.

But how can you support employee wellbeing?

Offer greater freedom

Offering employees greater freedom in their day-to-day can often help with wellbeing.

This tip goes hand-in-hand with our point about hybrid working; if the pandemic has shown us one thing, employees working flexible hours are just as productive, if not more.

So, whether your employees have childcare commitments or simply operate better earlier/later in the day, I advise you to look at offering flexible hours alongside hybrid working.

Real-time praise

When was the last time you gave someone praise?

Understandably, days can get busy, and employee accomplishments can often fly by, with task-specific praise never really making it to their appraisal meetings.

But with HR tech, you can utilise workflows and automation to capture real-time feedback, ensuring the great work your people do never goes unrecognised.  

Communicate effectively

Employees working from home may be dealing with loneliness, especially if they live alone.

To help tackle feelings of isolation, your business should use HR tools to regularly and effectively communicate with people as well as ensuring that managers and teams are frequently speaking.

Optimise HR in 2022 with the heart and science of people management  

We recently launched our new HR and payroll platform, Staffology HR, giving employers the tools they need to provide people the best possible business journey.

See the solution for yourself and find out how you can put a smile on your employees’ faces for as little as £1.50 per employee per month – click here.