Single Fix to Impact TOP HR Challenges
Welcome to episode two of HR tips. Today we’ll talk about something very interesting. So last week I was talking to one of the gentlemen, one of the HR executives, at one of a decently mid-sized company, service company. And we stumble upon an interesting conversation, and I want to share with you all.
So it was about he was sharing with me some of the top challenges that he is facing in his role as an HR, as a chief people officer for an organization. And our sort of conversation went into … we end up I think looking at pulling out one of the article that he was reading, it’s about top biggest challenges that HR is facing in 2019, and how some of those challenges are directly reflecting to even his journey.
And interestingly, most of the challenges that HR is facing has almost a single solution, so I’ll walk with you on that. So the article I think he was reading from one of the top eight, I think the top article, the top eight challenges facing an HR. So, some of the challenges actually that he was talking about in that list were engaging the workforce, the challenge; attracting talent to their enterprise; managing relationships; training and development strategies; talent retention; diversity in the workplace; embracing inevitable change; and employee health and well-being.
So in this list? So if you compartmentalize a bunch of these issues, so you can easily see that managing relationships, it is paramount in that wholeness, that almost fixes a lot of other things too, right? So if you somehow create meaningful relationships, successful relationship within an organization – you can have an engaged workforce, because you obviously you have … And interestingly, when I talk to the gentlemen and they ask them, “Hey, what is your biggest worry when someone leave,” right? Why would someone leave? I’m sure most of us know the answer? So either it’s toxic ecosystem around us, either it’s some situation that I don’t negotiate early enough with my HR or with my organization before I plan to switch.
And I asked him, “Hey, when you move your house, what are some of the things that you worry about,” right? And some of the top things he said, “Hey, my kids’ school needs to be changed, my network needs to … like I need to rebuild my friend network and all that, the social network that I have created around me that needs to be revisited.” So I said, “Those are the same sort of indicators that a worker thinks about when they’re moving on,” right?
So if you fix some of those relationships, most of these things … most of the top HR challenges would go away. So if suppose you have meaningful successful relationships given to individuals when they’re working in organizations.
So engaging the workforce, at least they are engaged to a point where they are connected? And they attract talent to the enterprise. So if I am feeling encouraged and I have meaningful relationship that is helping me grow in an organization, obviously I am engaged. I am one of the strong advocate to my organization when I talk about my work in public domain? So that again, works as a good way to attract other talent.
Managing relationships, obviously, it’s critical.
Talent and development strategy, so we all know that most of our work that we learn is around our ecosystem. And if suppose you somehow connect the meaningful relationships and you tag it to my success, nothing better than that? So if I have mentor-mentees? If I have right mentors mentees buddies in an organization, that will help with my success. I’m growing. That pretty much accounts learning and development fix as well.
Talent retention, if I’m happy, I’m growing, I’m encouraged with my company, my company is growing because of me – everything looks good, why would I change?
Diversity that’s a separate issue, that needs several attention.
Embrace inevitable change, we can’t do anything about it.
Employee health and well-being.
So five out of eight you can easily fix by fixing relationship? And even in my previous conversation and in my previous episode I talked about creating a skills catalog? So in even in Tao, when we were tackling this problem of how to engage workers, how to engage employees? So one of the challenge that we face in our research, we tried understanding the behavior of workers that are not platform, like what are some other things that is helping them grow?
And we realize that if you somehow give workers sort of power relationships, relationships or power networks, so if I know my succession … like a couple of people who are currently employed in where I would be succeeding into? In my success network, then I can either use them as mentor, similarly I could be a mentee to someone that is aspiring to be my role at some point.
And somehow even my skill interest? If suppose I have an aspirational skill or something or aspirational competency and you find me someone who’s ahead in that game, so at least I am using my work hours to build relationships with people who are already been-there-done-that, where I want to get to, and that is super awesome?
And how at Tao we are doing it? Obviously, we have an AI that handle these situations pretty easily. But even if you do it through analog, it’s not a rocket science; it’s very, very, very simple. So if you have an understanding of your talent pool? Who is what and who is aspiring to become what. Most of the things are crystal clear, it just lays out it right in front of you, ready for you to fix. Fix that problem, understand who is aspiring to become what, who is what at this particular time, find that gap, and then see if you know anyone in that success network or success map who these guys should connect to.
And that would become one of the very easy fix to some of the biggest challenges of HR?
And I think even in my conversation with my buddy last week, it was remarkable of … like we had a good brainstorming conversation around this topic, and I think another thing that stood out was that HR is not even doing a reasonable amount of job when it comes to understanding their workers? As simple as what would they like to become? What are their aspirations?
And understanding very few of these elements in your workers would definitely open a wide slew of opportunity then for HR to explore and expand and sort of take the organization to the future.
So very simple fix – Understand your worker and connect them. So create the success network and connect them in the success network. Very simple fix. Not a simple fix, but a single fix to some of the very, very, very expensive problems that HR is facing today.
And these problems are so critical that it could very well be responsible for really damaging an organization if not done right.
So good luck on that journey. Let me know your thoughts in the comments below. I will keep sharing these ideas and conversations that we find ourselves into. And thank you so much for checking us and spending time with us. Till next time, stay curious and stay hungry. Bye-bye.