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- Thomas Watson
Thomas Watson offers advice on how HR project managers can make a significant impact in the workplace and keep staff happy and motivated.
The role of HR managers is changing – it’s not just about maintaining an amicable equilibrium in the workplace, but actively offering value to the organisation through the services and support that a HR team provides.
1. Make space for breaks
We all need a break now and again, and so simplifying access to leave, sabbaticals and flexi-time can greatly encourage productivity, and ensure that your colleagues don’t risk burnout. In fact 53% of jobseekers said a flexible holiday policy was a priority for them (according to a recent Totaljobs survey) when they were looking for a new employer, so getting this right can mark you out from your competition as an investor in talent.
2. Supporting commuters
The proximity of the office to home was a key consideration for 63% of jobseekers, and so it’s important to make their journeys as simple and sustainable as possible. Supporting the introduction of car sharing and ‘Ride 2 Work’ schemes across your company can help to lower commuting costs and build a more cohesive work community.
3. Understanding workloads
Over 50% of the workforce said they found it difficult to have a work/life balance. While reducing levels of work is often not possible, introducing methods of time management can help to balance day-to-day stresses and boost efficiency throughout the company.
4. Keep people talking
The fundamental purpose of HR is enabling conversation, including communicating with and supporting the office ecosystem, linking teams and answering questions.
26% of UK workers cited inter-office relationships as one of their biggest challenges. This included negotiating barriers such as favouritism (a problem for 38%) and a lack of face-to-face management (24%) causing irreparable damage to the team or individual.
HR must be the mediator in this ecosystem, creating open avenues of conversation and consultation to keep people talking.
5. Protect and promote pay
In 2014, the Office for National Statistics confirmed that the UK was going through the longest period of falling wages, year-on-year, since 1964.
Across those surveyed, 53% hadn’t received a pay rise in the previous year, rising to a remarkable 62% of women and 70% of those earning less than £10,000. If your organisation is in a position to support it, the role of HR in defending pay and lobbying management to increase wages can be key.
6. Dealing with dismissal
Poor performance is the most common cause of dismissal in the UK, with 34% having seen a colleague fired as a result.
While certain vices do seem to have a regional correlation – for example, Londoners are over twice as likely to be fired for being drunk at work than workers in the North – it’s far better to focus on fighting the root causes of worker dissatisfaction, such as workload, mismanagement and failures of communication, in order to prevent dismissal situations occurring.
7. Understanding the generation gap
A balanced work environment means having the right mix of proven experience and youthful invention, so from a HR perspective, this involves supporting a workplace packed with different priorities.
Whereas workers aged 18-39 are more interested in the social benefits and the provision of maternity/paternity leave (20%), those in their 50s and 60s are far more concerned with smoking breaks (31%), face-to-face time with managers (31%) and the pension pot (39%). Therefore it’s important to understand this diversity, and adapt HR policy to fit the makeup of your environment.
8. Know your market
There is a marked difference in the expectation of workplace benefits depending on where you’re working in the UK. For example, in comparison with the Midlands, subsidised gym membership is sought twice as often in London, and season ticket loans are prioritised over four times as often.
Knowing which benefits your applicants aspire to most is a valuable recruitment tool, and demonstrates how HR-led services can significantly enhance your organisation’s standing.
9. Helping those who need it
The HR team has a responsibility to every worker, but particularly those at the bottom of the ladder, who are often working hard for the least reward.
With up to 69% of low-paid workers concerned about working close to home, why not help their wages to go further with a travel subsidy? Over 50% would like training, education and careers support, and your HR team can play a proactive and inspirational role in enabling your colleagues to develop as people and professionals.
10. Curate your environment
Many of these tips have involved taking care of the office ecosystem on an interpersonal basis, but sometimes the very simplest improvements can lead to huge reward.
For example, moderating office temperature is a problem for 26% of workers, while cleanliness impacts on 17% of the workforce. Whether it’s over-enthusiastic air conditioning, or desks overflowing with work, optimising the comfort and simplicity of the office environment can raise both spirits and productivity.
Thomas Watson is a senior content manager at totaljobs.com.
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