Five Powerful HR Resolutions to Implement in 2017
It’s the first month of a new year, and you know what that means—time to get moving on those resolutions and goals for the new year. Setting goals in the corporate world isn’t just an individual pursuit, however. It should involve your entire team. Get everyone together to solicit input on what you as a company or department want to achieve in 2017.
Implementing yearly goals can be a daunting task, which is why it’s a good idea to set, and take action on, monthly and quarterly goals as well. This allows you to give your team more short-term feedback and also provides you with the opportunity to make adjustments that will keep your team on track for the improvements you hope to achieve.
Here are five powerful resolutions that will propel your HR team forward in 2017.
- Implement a BYOD program. BYOD means “Bring Your Own Device,” and it has become a much more prevalent practice in a variety of industries. Eighty percent of employees use personal technology for business use, so it makes sense to tap into this trend. Studies show that a BYOD program enhances employee productivity and efficiency and, ultimately, corporate profits.
The BYOD strategy gives employees the freedom to buy or lease the type and brand of device they prefer. They may feel more comfortable using their own devices, knowing they can store photos, purchase apps, and text personal messages with the understanding that the phone or tablet will stay with them when they leave the company. Though the device is personal, employees are still able to access company emails, spreadsheets, contact lists, etc., with the convenience and mobility that enhances productivity.
When employees are allowed to use their own devices for work-related matters, it saves money and reduces training time because employees purchase what they feel are best suited to them and their tech abilities. A disadvantage, however, is the lack of uniformity among employees’ devices, because not all employees will be able to afford the personal expense for the same type of device. Employers can help by subsidizing purchases to ensure a minimum level of functionality.
- Create and implement an employee wellness program that includes a financial wellness component. Money can’t buy happiness, but it can buy peace of mind and freedom from the stressors of poor financial decisions that can otherwise hamper both your professional and personal life. Just as we can credit corporate wellness programs with an increase in productivity and employee engagement in the workplace, we have a growing awareness that we need to address financial well-being as well.
If you do not have an employee wellness program, build one from the ground up with a focus on physical fitness to start. If you already have such a wellness program but have yet to incorporate elements of financial fitness, add in a component that teaches employees better money management and spending habits.
- Survey employees to improve engagement. Most companies want to improve employee engagement, as it results in a more motivated and productive workforce. The first step is to survey employees, soliciting input as to what you’re doing right and wrong as a company, which is also a good way to gauge employee satisfaction. Based on survey results, set goals to fix areas in need of improvement. Survey again after six months or so to see if your changes have had a positive effect on employee engagement.
- Revamp hiring and onboarding processes. Getting off to a good start is critical to a new employee’s perception of your company and their likelihood to stay around for the long haul. Your first step is to ensure best hiring practices, where job duties are clearly defined and job applicants’ skills and expertise are matched well to your needs. Follow that up by emphasizing an effective onboarding process that engages new employees in order to communicate from the very start the value you place on their contributions to your organization.
- Get rid of annual performance reviews—for good. Many employees view performance evaluations as a yearly annoyance, and rightly so—rarely do they fairly measure performance. With constantly shifting goals and responsibilities, and increasingly overburdened managers, trying to evaluate a year’s worth of performance by rating employee efforts on a 1-to-5 scale is outdated. Instead, focus on mutual goal-setting between manager and staffers on a regular basis (say, quarterly), and ditch the cumbersome paperwork.
Real progress can happen for your organization when you engage your team in planning and setting goals for the new year. Talk with your team and resolve to take your business to the next level in 2017.
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