- Employee Well-Being at Work
It’s a known fact: employees who find fulfillment at work are generally more productive and less frequently absent. Well-being at work is defined as employee quality of life, which encompasses several aspects:
- Physical health as it’s maintained through occupational health and safety standards
- Mental health with particular attention to psychological and sexual harassment
- Quality of relationships with direct supervisors and coworkers
- Offering employees support when they experience difficulties or challenges
- Ergonomic and pleasant workspaces adapted both to position and employee needs
Apart from these aspects, employees who are fulfilled are the ones who find meaning in their work, whether by contributing to workplace organization, feeling supported by their superiors, feeling that their new ideas are welcomed, or seeing medium/long-term growth opportunities.
- Basically, a stimulating workplace where employees feel like they belong contributes to their well-being!
- Flexible, Result-Oriented Management
When we hear the word “flexibility”, the first thing that comes to mind is hybrid work mode, but flexibility has many more layers, mainly:
- Work schedules that enable a balance between work and family
- Management where people are the main concern
- Two-way, transparent communication
- Integration of high-quality, collaborative communication tools
- Adaptability to constantly changing realities
The first step in measuring results is taking the time to establish clear and engaging objectives. Team spirit is fostered through giving employees a certain level of power. It’s a known fact that employee involvement in decision-making within defined roles increases their active collaboration.
In addition, everyone’s workload must be assessed and adjusted as organizational changes are made. Finally, results are measured through key performance indicators, both qualitative and quantitative.
- Ongoing Skill Development for Everyone
Since their work is constantly evolving, both employees and managers must keep their skills up to date to shine in their respective roles. Companies that offer appropriate training to executive leaders and employees have a huge leg up on their competition.
Apart from training, on-the-ground experimentation and a culture of ongoing learning are among the latest HR trends. However, it takes a while for new knowledge to become polished once acquired, depending on the field. This is where support from management and understanding by peers are key!
- Organizational Culture Defined by Talent Diversity
As we’ve mentioned in one of our previous posts, diversity allows for creative problem-solving. Employees from various backgrounds and realities bring new, refreshing perspectives to companies.
Of course, to achieve this diversity, inclusive company cultures and policies must first be established to facilitate respectful, kind, and open discussions. Some companies have implemented gatherings for all employees and their families. This kind of activity fosters socialization and exchanges that strengthen a sense of team belonging.
- Efficient Recruitment Processes
Nothing is more frustrating for new recruits than arriving in a disorganized company environment. Considering the current labour shortage, now more than ever, efficient recruitment processes are essential from start to finish. With the omnipresent and high-performing technology available in 2024, a part of this process must be automated to save time.
Nothing can replace job interviews, but digital tools that sort candidates, perform background checks, assess certain skills, and train new recruits are just a few examples of how you can improve your recruitment processes.
In conclusion, apart from the automation of recruitment processes, we can see that 2024’s HR trends revolve around people. As professionals, we’re advocating for well-being and integrity, offering employees training related to their work or personal development, and adopting flexible management styles. In short, we’re taking care of our staff. In addition, these measures positively affect talent retention.
This is to say that the pendulum is likely swinging back, since there was a time when the only requirement for employees was to perform well regardless of their physical, mental, or familial realities. Thankfully, those days are long gone!
At Bedard Human Resources, we can help you integrate one or more of these trends into your business practices. Contact Stéphane Pépin for more information on our HR consulting services.
To read our previous blog posts, visit our website: Tips for employers and job seekers (bedardressources.com)
