Highlights
- Best practices will improve how you manage employee expectations, regulations, and your business goals.
- Foster a culture of recognition to appreciate employees’ work and keep them motivated.
- If you need an expert ally in PEO services, you can contact Alliance Group today and start making a difference in your business.
The last few years have been marked by rapid and constant change, and the business world has been no exception. The popularization of remote and hybrid work models, the new focus on mental health, and technological advances are changing the work landscape, processes, and roles. As a new year approaches, how can you be sure your HR practices meet these new challenges?
This article will guide you with the 6 HR best practices to start planning for next Year.
What Are HR Best Practices?
Let’s start at the beginning. Many business owners think that Human Resources is just a unit that must be in place to comply with the law. They have yet to realize the incredible advantages that a strong HR department can have.
HR is not about rules and regulations. It’s about people and possibilities.
– Dave Ulrich
HR best practices are the foundation of a great work environment, help develop strategies, and support decision-making.
HR practices are not a list of tasks, and best practices are not a 180° change; they are just a way to improve what you already do. That’s the difference between HR activities and HR best practices.
Showcase your workplace culture and values during the hiring process.
Let’s get down to business. We’re going to start by talking about the best practices for hiring.
When hiring, look for people who are not only a perfect fit for the position’s skills but who must align with the values and way of thinking you promote in your company. Employees who feel aligned with their company’s mission, values, and work ethic will likely be motivated, engaged, and stay with you long-term.
Job descriptions are a great starting point for clarifying your company’s culture and values. Instead of focusing solely on the skills needed for the role and daily tasks, include things like:
- What makes your company unique
- What success looks like for the position
- How does the role contribute to the mission, objectives, and values?
These descriptions connect with candidates more and allow you to find people who think similarly to your company.
Have a Complete and Friendly Onboarding Experience
First impressions matter. That’s why it is especially important to give an excellent impression to the new hire, this is done through the onboarding process, since this is the first contact the employee will have with your company.
Many might think, “Well, onboarding isn’t that hard,” yet a Gallup study showed that only 12% of employees in the US thought their organization had a good onboarding process.
So, what should you do to have a well-structured onboarding program? Here are some good practices to keep in mind:
- Combine different training methods. E-learning allows candidates to learn at their own pace and can be adapted based on the position’s needs. However, remember to add a personal touch with real-time interactions and activities.
- Assign a ‘buddy’ to new employees. Choose a current employee to support new employees as they become familiar with the company and their specific role. This person can be in a different department or team; they will help your hire navigate your company’s ways of doing things.
Provide Relevant and Personalized Training Programs
Training is an essential part of HR best practices. Investing in training opportunities shows employees that you care about their growth and can do a lot to improve company performance and upskill your workforce for the future. At the same time, it keeps employees motivated as this gives them growth opportunities. A LinkedIn study showed that 94% of employees would stay longer in companies that invest in their learning and development.
Finally, companies that prioritize training become very attractive to job seekers since candidates tend to prefer companies where they can expand their skills and see opportunities for growth and learning.
Knowing this, here are some good practices to improve training and training:
- Train employees with relevant soft skills. Soft skills help employees communicate and collaborate as a team. Consider adding training in soft skills related to customer service, leadership, teamwork, negotiation, and emotional intelligence.
- Personalized training. E-learning platforms allow employees to select their learning journey based on their skills, needs, and interests. This improves employee motivation and fuels the desire to learn.
Providing regular, constructive feedback
Feedback is an essential management practice that can help improve employee performance, engagement, and satisfaction.
Feedback can be positive or negative, but the most important thing is being specific, timely, and constructive.
When employees receive regular feedback, they can identify their strengths and areas for development. This allows them to improve their performance and achieve their professional goals.
Feedback can also help employees feel valued and recognized for their work. This can increase your engagement and motivation, leading to better performance.
How to improve employee feedback
Use 360-degree feedback to evaluate the employee’s performance from multiple perspectives, including those of their supervisor, co-workers, and customers. This provides a more complete view of the employee’s performance and can help identify areas of development that might be overlooked with a single source of feedback.
Another way to improve employee feedback is to foster a culture of recognition. Recognition is a way to show employees that their work is appreciated. It can be as simple as sincere praise or as formal as a tangible reward.
Companies can create a more productive, engaged, and satisfying workplace by providing regular, constructive feedback to employees.
Promote an Inclusive Workplace
Creating an inclusive work environment is more than a legal requirement or a corporate trend. It is a question of morals and ethics that benefits everyone involved.
Diversity is the mix, and inclusion is making that mix work.
– Andres Tapia, Senior Partner and Global Diversity & Inclusion Strategist at Korn Ferry
An inclusive work environment is one in which all employees, regardless of race, ethnicity, gender, sexual orientation, religion, disability, or other personal characteristics, feel safe, valued, and respected.
Benefits of an inclusive work environment:
Inclusive work environments offer several benefits, including:
- Greater productivity: Employees who feel included and valued are more productive and engaged.
- Better business results: Companies with inclusive work environments tend to have better financial results.
- Better company culture: Inclusive work environments create a culture of respect and collaboration that is more enjoyable for everyone.
How to create an inclusive work environment
Creating an inclusive work environment is an ongoing process that requires the participation of all employees. Here are some tips to get you started:
- Start at the top: Leadership is critical to creating an inclusive work environment. Leaders must set a positive example and promote inclusion at all levels of the organization.
- Create a culture of respect: It is essential to create a culture of respect where all employees feel valued and accepted. Do diversity and inclusion training, create inclusive policies and procedures, and promote open and honest communication.
- Listen to your employees: It is important to listen to employees’ voices and take steps to address their concerns. This can be done through surveys, suggestion boxes, and regular employee meetings.
- Avoid bias: Avoid bias in all workplace areas, from hiring to promotions. This can be achieved through diversity and inclusion training and creating equitable processes.
HR Best Practices Final Thoughts
HR best practices are the guidelines that help HR teams define people management policies, make the right decisions, and keep a motivated workforce.
Best practices should always be applied to manage employee expectations, labor regulations, and your business’s mission and goals. Your HR team and other employees must know these best practices and collaborate in their implementation.
Finally, we know that implementing best practices in everything related to HR takes work. So if you need an expert ally in PEO services, consider Alliance Group! You can contact us today and start making a difference in your business.