Human Resources is meant to be human-centric. Think about it for a moment; it even has the word “human” in it. There has been buzzier within the HR industry lately for giving more human-centric approaches rather than what many HR departments are doing worldwide. Even the awareness alone is a major first step, and this HR human-centric approach can even be intertwined with leaders and those who are in managerial positions or even payroll positions too. So, here are some practical steps when creating an HR strategy that will be geared more towards a human-centric approach.
It’s About People, Not Employees
You need to begin with the very bare bones of HR, and that’s with humans. Instead of thinking about the “employee experience,” why not think about the “people experience” instead? Your employees are people; they are all individuals. Everyone has their own motivations, experiences, struggles, and backstories. You need to understand their wants, their needs, and what they’re going through. This will be the best way to get the most out of them.
Work Toward Getting Everyone Onboard
In order for HR strategies to work out effectively, it is all going to start with getting everyone on board. This is going to be the key to success. Plus, this will be the best way to go about that human-centered approach. It may be hard to get everyone on board, those in leadership positions and those in managerial positions. One of the best routes for this could be electronic meetings where all of this could be discussed.
Some companies will even create special training for these managers and leaders. To a degree, it’s like reinventing the wheel. Everyone needs to be on board and willing to learn to change their thought process. Remember, it’s people, not employees.
Self Awareness from Feedback is Key
All employees, no matter the position, need to be aware of “self-awareness,” and this is something that most likely needs to be approved too. So, what is the best approach? Usually, feedback is going to be one of the best ways, and it should be continuous. Everyone should be open and welcoming toward feedback, no matter the position.
There needs to be this equality aspect where everyone can speak up about this. Frequent feedback is very valuable, too, as this will give more self-awareness, plus this will help HR with data and analytics. Surveys or employee-feedback software are both great options.
Empathy Needs to Be a Part of the Strategy
The company and the HR strategy cannot be human-centered if there isn’t any empathy. This will be one of the fundamentals for designing this effective HR strategy. Being a manager or even managing people is not only about overseeing work or progress. It’s also about creating engagement and what keeps everyone moving. Those small check-ins, feedback, and asking how they’re doing all add up.
Measure It
When it comes to organisations, people are paramount. It’s important to measure satisfaction. By measuring it, HR will be able to understand the people and the employee experience on a deeper level.
- Consider their needs;
- Expectations; and
- Their wants.
Communication is key here, and feedback is also going to play a major role in this.
HR Future Staff Writer
