A new-age group of employees has emerged in this tech-driven era who must constantly adapt to the shifting business landscape with its ever-changing expectations, needs, and wants. The HR department is then faced with the challenge of managing this group of employees in light of emerging technologies and paradigms.
In this post, we bring you the key HR strategies to meet new-age employee expectations:
Begin early in the journey
Right from when the recruitment process is on, it is all about getting the right candidate to do the required job, and for the candidate, it is about finding the right organizational fit. Thus, both sides need to know whether they are the correct fit for each. An informal approach before the interview process helps decode this potential match. Most of the time, organizations opt for a system wherein a case study or a simulated task is given to the candidate by which both sides come to know where they stand and if they can be mutually beneficial to each other. The outcome of such a process makes further recruitment easy, and both sides know a definitive way ahead.
On the other hand, it is always essential to make the compensation package clear during the process as it avoids unnecessary wastage of time on both sides. Most of the time, this is also a critical factor for candidates to decide their roadmap and for the organization to decide on the best fit within the given budget parameters.
Handhold employees right from the start and get them onboard
Once the employees are ready to board; the HR needs to make them feel oriented to the organizational culture and the ways of working. This is effective in creating a bond between the organization and the employee on a long-term basis. Ideally, this process should be quick and practical to form a solid foundation. Around 90% of employees tend to decide on their future stay with the organization within the first six months of their joining. An organization needs to make the roles and responsibilities obvious right from the onset as it lays the bedrock for a lasting relationship.
Make the employee aware the impact of their role
Every employee should be aware of the top priorities and what is expected of them. They must consider how it accomplishes the business’s objectives and goals. This is especially crucial for boosting morale in lower-paying or less senior positions. More routine tasks will often be required of these employees.
Although the work may be challenging, it can have a significant positive effect if employees are made aware of its importance to the organization. Retention rates will be much higher if the company offers advancement opportunities and recognizes and rewards this work from senior management. Additionally, burnout risk decreases. Employees will view the job and its impact in a manner that is based on reality.
Also read: https://www.enspirehr.com/blogs/how-to-address-the-different-types-of-employee-personalities/
Transparency is essential
Transparency needs to be maintained not only during the time of onboarding but throughout the entire stay of the employee with the organization. This is the basis for mutual trust, ensures a smooth redressal of employee problems, and is a healthy way of sharing feedback. Also, this leads to a harmonious environment and a positive work culture contributing immensely to productivity. Thus, an effort should be made on behalf of HR and with equal measure from the employees to have transparency consistently.
Develop growth path
When employees start their careers, HR can invest in them to set their career paths and expectations accordingly. As per the talent of each new employee, HR can chart out the opportunities and keep the motivation levels high for the employees. A consistent effort in this area is really beneficial as the organization can retain talent, and employees benefit from the diverse set of tasks assigned to them aligned to their career goals.
Constant communication is a must
In every aspect of life, including the workplace, culture is ever-changing. Your organization’s culture may drastically shift if a new owner acquires it, relocates to another country, or is brought under new leadership. This is especially true when private ownership takes over a public sector company. Because of this, you must ensure that your employees are consistently informed about your culture. It will assist them in comprehending the kind of work environment to anticipate. Employee expectations regarding the future of your organization’s culture must be managed efficiently by HR.
Changes in society can also affect work culture. The COVID-19 pandemic, for instance, is altering workplace culture. In many fields, remote work was forced to become the norm. Employee expectations are shifting toward hybrid office-remote working and greater flexibility in working hours after the pandemic began.
To summarise
Suppose an organization successfully meets the expectations of the employees; in that case, it contributes to a productive work environment, happier employees, better talent retention, and ultimately growth and revenue sustainability. Also, the organization can contain costs by cutting down on training and onboarding. In a nutshell, a happy organization results from a happy HR and happy employees.