Bad Habits HR Needs To Abandon

Bad Habits HR Needs To Abandon

Looking for ways to start fresh and become a better version of yourself as the HR in your workplace? Some of you might be taking on new hobbies, find new ways to enhance your wellbeing or improve your productivity. However, do you really know exactly which areas of your life require tweaking?

Today, we don’t need to stick to the status quo anymore. Companies should actively plan and implement HR game plan that boosts employee engagements and lessen turnover. It’s time that you leave those HR bad habits this year and here’s what you need to instead. 

Getting Scared About Mondays 

Most of us get stress and start thinking about Monday every Sunday afternoon around four o’clock. You might feel anxious about what you didn’t get done on Friday, and weeping over the five-day workweek. This type of thinking needs to change! Instead of telling yourself that Monday is something horrible, you can switch up the narrative by being a bit more organizes and giving yourself something exciting to look forward to at the beginning of each week, such as telling yourself that you would get your favourite coffee. 

Underestimating Organization Culture 

Organizational culture is the base for productivity, morale, and engagement at any company, and the HR plays a big role in identifying what it looks like. HR is hugely responsible for cultivating and maintaining the company’s culture. Meanwhile, if you own a company, you need a great HR support to align your goals with your organization overall and make sure that employee expectations are being achieved. 

Executing Rigid Work Schedules 

If it’s possible for your company to have flexible hours, just leave the strict 9-to-5 schedules. Doing this type of schedule has numerous advantages for workers that can have a huge effect on productivity! Employees who have flexible work schedules usually get sick less often, feel less burnout, and are more satisfied with their jobs, which means you get a lower turnover and higher morale.          

With flexible work settings, you can include work from home days, adjusted work hours, flexible vacation days, and more. 

Skipping Break and Meals 

This can be pretty normal for the HR department. Most of them tell themselves they don’t have the time to eat lunch or step outside for a breath of fresh air. It’s time to leave those bad habits. Even if you find yourself in a tight deadline or in the middle of a great crisis, you can always find 15 minutes to spare. The trick here is to be intentional about it. You should give yourself breaks and schedule them on your calendar. And please, pay attention to your growling stomach! 

Focusing Entirely on the Workplace 

There’s a big world outside the office door and other employees want to be a part of it. Employees highly want their companies to provide them with a greater sense of purpose beyond the office and create a positive difference in the community. You can suggest a CSR policy that should be well-planned and heavily connected with your company culture and values. For instance, you can engage employees with activities such as food drive or volunteer days to feel a stronger connection to the company’s mission statement, improving morale and employee loyalty. 

Not Considering Diversity and Inclusion 

Plenty of companies now are getting more open for the need for diverse workplaces. HR must effectively manage recruiting, hiring, promotions, performance reviews, and office culture in the manner of supporting and protecting diversity. Here are programs and policies the HR can implement to empower and include employees, including: 

  • Obligatory training about workplace harassment, discrimination, and bias
  • Direct lines of communication and chances for employees to provide honest, unnamed feedback
  • Workable PTO for religious/cultural holidays that are not noticed company-wide 

To make sure that your workplace is diverse and inclusive, your employees from all backgrounds must feel engaged and psychologically safe. Everyone should feel confident to speak up, share ideas, and provide new approaches, that sums up for a more pragmatic environment where collaboration and innovation can flourish. 

Short-term Thinking 

Sometimes, being under pressure to improve your bottom line, it’s can be enticing to focus on trim down current costs and looking for quick, affordable solutions to issues. However, doing temporary fixes without planning for the future isn’t sustainable. So, try to think long terms. Instead of just putting out fires, make sure you implement long-term needs and goals. Long-term thinking may mean: 

  • Doing frequent gap analyses and involving findings into a long-term strategy
  • Predicting skills that will probably be required at your company in the future 
  • Cross-training workers so that numerous people can step in to complete a role if necessary 
  • Reaching out to new technology that can be utilized to enhance efficiency and productivity 

A company that has the right balance of short-term agility and long-term goals is the answer to solve the organizations current and future problems and is the key to continue to evolve.

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