Our favourite HR topics from Feb to April 2024

Each month, we produce a regular feature highlighting trending HR issues, exploring well-researched themes supported by expert insights. In this article, we delve into our favourite HR trends from the past three months.

Trend 1: How Psychologically Safe Is Your Workplace?

In March, we discussed psychological safety and how HR teams can cultivate a psychosocially safe workspace. 

Creating a psychologically safe environment requires leaders to be self-aware and adept at managing their reactions.

Why it matters

• Different backgrounds and experiences affect how safe employees feel.
• When employees don't feel safe, it can cost organisations in terms of productivity and employee turnover.

How to build it

• Ask for feedback: Use engagement surveys to understand how employees feel about raising concerns.
• Foster a culture of learning: Normalise mistakes and prioritise solutions over blame.
• Practice open communication: Leaders who own their mistakes publicly set a tone for open dialogue.

Building a culture of psychological safety empowers employees to speak up, rectify errors, and, ultimately, strengthens organisations.

Trend 2: Fostering intergenerational inclusion

In February, we explored intergenerational inclusion, emphasising how different generations can contribute to teams in unique ways.

Key points

• Diversity in the workplace is foundational for fostering intergenerational inclusion.
• Understanding each generation's expectations and needs is crucial.
• Training managers to lead diverse teams and committing to hiring talent of all ages are essential.

Benefits of intergenerational inclusion

• Reduces low productivity among employees.
• Increases job satisfaction, leading to reduced turnover rates.

Trend 3: Building pipelines of contingent talent

Recruiters and HR teams are increasingly focused on building pipelines of contingent talent to quickly fill talent gaps, we discussed this theme as a hot trending topic in February.

How to do it

• Ask candidates and referees if they'd like to join contract talent pools.
• Utilise popular freelancing sites like Upwork and Fiverr.
• Join social media groups to find talent in specific fields.
• Create expression of interest job ads for all worker types.
• Partner with LinkedIn influencers to amplify job opportunities.

Benefits

• Hiring contract talent quickly keeps projects moving.
• Embracing fractional workers leads to higher productivity and a stronger work culture.

These trends highlight the evolving nature of HR and the importance of staying abreast of new developments to create inclusive, productive workplaces.

Trend 4: Remedying toxic workplaces

In April, we highlighted how toxic workplace cultures can harm employee well-being, productivity, and engagement. 

HR can play a vital role in creating positive work environments by implementing specific strategies:

1. Listen to Employees: Acknowledge and act on employee feedback. Conduct engagement surveys to gather valuable insights.
2. Trust Employees: Grant autonomy and avoid micromanaging. This fosters improved quality and productivity.
3. Allow Mistakes: Recognise mistakes as learning opportunities, enhancing psychosocial safety in the workplace.
4. Encourage Collaboration: Foster skill and knowledge development through relationships, information sharing, and vicarious learning.
5. Discourage Bad Behavior: Implement policies that promote respect, inclusivity, and fairness.
6. Foster Innovation: Align employees with the organisation's mission and values, championing innovation no matter how small.

By employing these strategies, HR can create a more positive work culture, which will improve employee engagement and productivity.

Trend 5: Self-care for leaders

In April, we explore how crucial self-care is for leaders. It helps them stay healthy, avoid burnout, and has positive effects throughout the organisation. 

Leaders who are in tune with their emotions, thoughts, and needs can connect better with their teams, build trust, and create a positive work environment.

Here are some ways leaders practising self-empathy can benefit their teams:

1. Owning one’s limitations builds trust and collaboration
2. Taking personal leave when required sets a self-care example
3. Staying aligned with core values builds trust and prevents burnout
4. Showing self-compassion when facing their own shortcomings sets an example for others to do the same
5. Demonstrate self-empathy by admitting their mistakes and sharing what they've learned in team meetings

Summary

Intergenerational inclusion remains important, highlighting the need for diverse perspectives in workplaces. HR professionals are focusing on creating a culture of psychological safety, which is crucial for inclusivity and productivity.

We also talked about the growing trend of building pipelines of contingent talent to quickly fill talent gaps and how toxic workplace cultures can harm employee well-being and productivity. 

Lastly, we stressed the need for leaders to take care of themselves. This not only benefits their health but also positively impacts the entire organisation by preventing burnout and promoting resilience.  Organisational culture has been a key topic of interest for HR leaders. It is the glue that keeps organisations together and facilitates the achievement of their strategic objectives.

We hope you enjoyed reading about these trends. Stay tuned for another set of our favourite trends next quarter!