At this point, everyone has run out of new ways to say,“2020 has been a tough year”. We’ve had all our expectations turned upside down and felt thoroughly robbed by the last year.
And now we’re asking you to look forward to 2021 and think of what your goals should be.
The good news is you’ve already dealt with a lot of emergencies in 2020, so you’re that much more prepared. 2020 has also pushed HR and employee experience to the forefront, highlighting just how important they are to a business’s success.
Whatever you’re faced with, your strategic 2021 goals for HR will be at the heart of your organisation’s strategy moving forward. As you create your HR goals for 2021, here are few hints to help you plan and prioritise.
Lead the Way
The COVID-19 pandemic has put the spotlight (and a whole lot of work) on HR. But that also gives HR a more central position in organisations. Just as CFOs have greatly increased their scope since the 2008 financial crisis, CHROs now have that same opportunity to become central C-suite players. I believe this is HR’s moment to lead organisations in navigating the future.
Because of the pandemic’s continued impact, your HR goals for 2021 should answer many of the questions your organisation has about its future, like:
– How will we keep employees safe?
– How do we make our physical workspaces safe and compliant?
– Should we keep working remotely, or who should work remotely?
– How do we communicate our financial plan or situation to our employees? How will hiring or layoffs fit into that plan?
– How do we keep our employees engaged and maintain our culture during this challenging time?
Make Employee Experience and Wellness Organisational Priorities by Putting Your People First.
Here are some questions and ideas to get you started on improving your employees’ experience in 2021:
– What do your employees need to be healthy and safe? If you’re not sure, now might be the perfect time to measure employee satisfaction, so you can find out what you’re already doing well and what you need to change.
– Do you have resources you can offer employees? Help employees make better use of the benefits they already have – access to, even if it’s just reminding them to get a flu shot. If you offer an employee assistance program, make sure employees know how to get help.
– How can you encourage a better work-life balance? Educate managers on the dangers of burnout and stress, so they understand that more work is not always better.
– Track employee hours and PTO to make sure employees aren’t unnecessarily working overtime and that they take their vacation days.
Staying Flexible and Learning from 2020
Change is the only constant.
The planning window also has reduced considerably.
Retraining Employees to Meet Workplace Needs
The speed of change, however, makes it hard for employees to adjust and gain the skills they need to find a job.
Much of the responsibility for retraining workers to meet the new workplace realities falls on other shoulders, like the government. But within your organisation, the task for identifying and offering new skills training will likely fall to HR, so you’ll want to include technology training as part of your HR goals, especially if you’re not in the tech industry. New hires and veteran employees alike may need help adjusting and learning new skills or tools.
The Best Thing About 2021? It’s Not 2020
Whatever your HR Goals for 2021, we’ll all heave a sigh of relief when 2020 is finally over and done with. We can (hopefully) look forward to better employee experience, which will result in better business success.
Happy and engaged employees create better experiences, which leads to more satisfied and loyal customers and, ultimately, brand and company growth.
Have a wonderful New Year.