Worker engagement is an important consideration for companies. Without it, businesses could face high turnover and recruitment struggles. Employees want to find a workplace that makes them feel both valued and supported. Human resources teams are responsible for making sure both of these wishes become reality, And these leaders seem to be doing a good job, too.
According to the recent "HR Jobs Pulse" curated by the Society for Human Resource Management, about 75 percent of HR employees feel secure in their positions. Not worrying about job security can tie back to work that is well done and achieving its goals. Triton has a closer look at four ways organizations can keep their workers satisfied with their HR personnel:
More casual meetings enable HR leaders and employees to have an open discussion about engagement, among other things.Create an open-door policy
Over the course of their careers, people will have many questions and concerns. HR teams can take the lead on quelling the stress associated with these inquiries by creating an open-door policy. This way, employees can always talk to someone with background in important elements of their job, including benefits, career development and advancement opportunities.
Although this practice is a strong move for companies, it can place the task of asking for help solely on the worker. In addition to an open-door policy, HR leaders should arrange casual meetings where the two parties can have a informative discussion, according to Business News Daily. These coffee runs or lunch breaks can give HR teams valuable insight into a worker's perspective on engagement and retention.
"Everyone operates in a workspace differently."
Be cognizant of work styles
Everyone operates in an office differently. Some employees don't mind a little back-and-forth chatter, while others prefer a quiet workplace. HR workers need to understand the various environments that lead to increased productivity, according to HR Morning. These executives can work with team leaders to develop an office set-up that not only works for employees but unites them. By creating an adaptable culture, people of all generations and work styles can find happiness and peace.
Work toward better benefits
No one likes to feel stagnant in their position or their career. Companies are constantly coming up with strategies to increase retention and recruitment efforts, but the answer is simple: improved benefits offerings. People will stay engaged with certain perks as long as they're shiny and new. As soon as those benefits feel commonplace, they can lose some of their allure. Of course 401(k) options will always be a strong consideration for potential and current workers. But HR teams should constantly look for new and improved options that will attract and interest employees. Employees will enjoy things like wellness initiatives and workplace flexibility are bonus features in addition to the comprehensive coverage they're already receiving, according to The Wall Street Journal.
Show appreciation
It's been said once and it will be said again: employees like to feel valued in their workplace. HR teams can – and should – do just that to keep workers satisfied with their company's leadership. Signs of appreciation can come in many forms and can be doled out whenever businesses see fit. A personalized gift, a cash prize and flexible holiday scheduling are just a few examples of ways organizations can reward their hard workers for a job well done, according to The Balance.
If these ideas are out of budget or capability for HR teams, leaders can convey gratitude and recognition with a simple "thank you," either individually or in front of fellow employees.
HR staff members have a lot on their plates. Yet, maintaining strong relationships with employees is one of the most important responsibilities they'll encounter. By creating an open-door policy, paying attention to work styles, improving benefits offerings and showing gratitude for hard work, these leaders can not only keep workers satisfied with their HR team, but improve retention and recruitment as well.