The lists have started to emerge: “Top 10 Everything You Can Think of for 2019.”
So, what’s coming down the pipe in HR? Will it be Predictive Analytics? AI? Data Driven Decision Making? – All are very cool and most likely the top trends for larger organizations, but you’re a small enterprise: Low Tech; Few Employees; Limited Resources.
So, what are the issues that apply to your business? We can’t give you the scientifically proven Top 5 on everything else, but we are happy to share our thoughts on the Top 5 HR Trends in 2019 for Every Business, regardless of size.
Do your employees Trust the organization? Their supervisors? Any Technology you might use? Ernst & Young published a study on Trust in the Workplace. What did they find? Four factors stood out as actions that promote trust in organizations:
- Delivers on promises (67%)
- Provides job security (64%)
- Provides fair compensation and good benefits (63%)
- Communicates openly/transparently (59%)
While these issues have always been leadership challenges, it appears that the saturation of news on individual and organizational misconduct via Social Media has officially made skeptics of all your employees.
The good news is that Trust can be built through consistent and informed management practices. If you don’t know how to go about doing this, it’s time to seek help from your HR department or a reputable consulting source to shore up your workforce relationships.
2. REMOTE WORKPLACES – COLLABORATION THROUGH NETWORKS
What networks? Answer: The network of things and a network of skills. Employees will be seeking connected, collaborative enterprises while also having better work / life balance. While we have previously blogged on the newest competitive advantage of leveraging flexible or remote work forces, it may soon become more of norm than an anomaly. By 2020, it’s estimated that approximately 50% of the U.S workforce will be temp, contract, or freelance workers. This is great for employers seeking specific skills on a fluctuating basis and may ultimately reduce labor costs. This is also the cue to companies to look to the future and identify digital tools to stay engaged with their talent network.
Struggling with where to start with remote workplaces? Download our free e-book on Hiring & Leading Teleworkers.
But beware, the Department of Labor and IRS have strict rules on what constitutes an employee versus an independent contractor. Keep yourself informed on the differences and classify your workforce properly or face fines and back-pay.
3. WELL-BEING AT WORK
Well-being goes beyond the staple of medical benefits. Stress has long been identified as the cause of:
- Absenteeism and tardiness
- Combativeness, irritability, or aggression
- Low concentration and indecisiveness
- Lack of focus – inability to be effective
- Poor attitude
- Reduced productivity / profits
What Causes Stress at Work? Respondents to surveys report the following factors as the biggest contributors to stress:
- 6% Lack of Job Security
- 20% Juggling Work & Personal Life
- 28% People Issues
- 46% Workload
Resolving stress in the workplace varies through effective management practices, such as:
- Equitable treatment
- Having a clear vision and purpose
- Setting clear expectations
- Engaging employees in understanding WHY they are asked to do what they do as well as understanding their impact on the organization.
Organizations should also be invested in educating employees on time management, setting priorities, and identifying and maximizing employees’ strengths.
Physical well-being has not gone by the way-side. Eating well, exercising, meditating or relaxing and balancing workloads are all still imperative in managing well-being while at work.
4. SKILL QUANTIFICATION – DEGREES NOT REQUIRED
Technology is moving so fast that organizations are struggling to find candidates with niche skills. Gone may be the days that a degree is the only path to securing a prized technical job. Organizations are now turning to candidates without degrees but specialized knowledge to fill the voids. Where typical educational institutions can’t supply the candidates, organizations are providing the education and knowledge themselves.
Now, trades have been doing this through apprenticeships essentially for forever. It’s apparently the tech world’s turn to rely more heavily on specialized education/training companies or training internally for the skills they need. Trades, unfortunately, are also suffering their own shortages and will also need to ramp up apprenticeships and internal training programs to fill voids with available candidates.
5. LOW UNEMPLOYMENT = IMMERSING CANDIDATES IN EXPERIENCES
Yes, it’s hard to find exceptional candidates in periods of low unemployment, but we urge you, don’t hire out of desperation!
It’s important to understand what the “perfect” employee brings to the table. Identifying key competencies is the start of a good hiring process. But how do you secure a great candidate when you are not necessarily offering the highest pay? Immersing the candidate in realistic job previews, videos, peer interviews, group activities, and other experiences to feel like a part of the organization before they even start helps to gain their loyalty in the hiring process and actually assists with retention after they come on board.
The flip side of immersion is having developed your job profile so well, and being able to communicate it so effectively, that candidates feel confident regarding what their on-the-job cultural, social, team and individual performance experiences will be like once they start a new job.
Thinking back to the beginning of our list, showing the candidate through immersion that you have shared values may be the differentiator in gaining a sense of Trust, pre-employment.