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Exploring 2024 HR Trends: A Comprehensive Overview

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Like many other areas, human resources has undergone changes in recent years. While this change has been difficult at times, it has empowered HR professionals like you to demonstrate adaptability and resilience. You have also developed an affinity for looking forward and staying ahead of trends.

Be the master of optimism...

"We optimize for optimism. When we find moments to celebrate and recognize, we ensure we celebrate both incremental and large-scale successes." - Dawn Mitchell, Chief Human Resources Officer.

It's been a difficult few years for everyone. A global pandemic, waves of layoffs and general market headwinds have made pessimism the norm. As an HR manager, you can be the source of optimism for your company.

Pessimism and cynicism are popular because they are easy. It's easy to expect the worst, but it's not particularly brave. While you should acknowledge that your company has been through difficult times - if that's the case for you at all - you shouldn't make that an issue this year. Celebrate successes, big and small, and draw attention to what employees are doing right.

...but keep people grounded

"2022 was this crazy year of hiring and growth, and 2023 was a bit of a wake-up call. 2024 is no longer just about revenue growth; we have a business to run and we're not going to scale at any cost. It's very important that employees really understand that, as well as your mission and your view of the business."

Positivity and optimism should guide your actions, but you are also the one who keeps employees grounded. This means you need to make sure everyone in the company understands the business model, product or service you offer and how their role contributes to the mission. This is done through training, content, performance reviews and all the usual tools at your disposal.

In 2024, you have the opportunity to focus on what each individual brings to the table and show employees how much growth they can create for your company.

Add some intentionality to everything

"As you scale, you need to think very carefully about what you want from your employees when they join. But you also need to take concrete steps across the organization to ensure that those elements that are the reason you started your business are in place Stay with you."

When companies are struggling to solve problems and keep all the numbers in the black, it's all too easy to make rash decisions. While such decisions may work in the short term, over time they can undermine your company's core values. This is where an experienced HR manager can come in and align everything with these values.

Your HR team can champion the company culture and ensure that every decision fits with where the company started and where it wants to go.

Make big changes (but approach them carefully)

"When we eliminated Wellness Wednesday, it was a major decision by the leadership team. We opened up the thought process and discussion. We put the changes in writing. We let our extended leadership take a look, think about it, respond, ask questions "It was a three-month process to get adoption," - Dawn Mitchell, Chief People Officer.

As an HR leader in 2024, you have the ability to make a big difference. They can help leaders examine the fundamental aspects of their organization and identify what is important for continued growth, what is missing, and what needs to change.

Don't be intimidated by these opportunities, take them seriously.

Not every initiative requires the approval of executives, vice presidents, and other senior executives, but these fundamental changes do. The bigger the change you plan to make, the more cautious you should be. Get feedback, be prepared to answer questions, and take the time necessary.

For example, you may find that some benefits you provided to your employees in the past are no longer appropriate given where your company is today. Eliminating a benefit that your employees are used to is a serious change that you need to get the input of as many managers as possible to get it right.

Make sure any feedback has more than enough context

"As leaders, we sometimes communicate something that happened, but without context, people feel lost, especially in a distributed organization. If you receive feedback that you don't understand, you need to ask what the context is. If you If you don't know, you can't act. - Katya Laviolette, Human Resources Director.

HR managers know how valuable feedback is. Not only does it help you do your job better, it also fuels many of your initiatives. This way, you'll know what your employees need, where leaders need to focus their energy, and how your team can best contribute to the company's overall goals.

But feedback cannot do all of this without context.

Whether it's an engagement survey, a performance review, or a feedback form for a specific initiative, encourage your employees to provide more context than they think they need. This way, whoever receives the feedback knows what to do with it.

Protect your peace

They don't have to be everything to everyone. As the pressure to do more and more increases from all sides, you should remember what gives you peace and keep it. Take your paid time off. Take a mental health day when you need it. Remember what is really important.

Balance between realism and optimism

Some events in recent years could be described as wake-up calls. That's why HR leaders like Dawn and Katya are entering 2024 with a renewed focus on realism while remaining optimistic and positive.

This year will be all about keeping employees grounded so they can contribute to the company's growth, while celebrating their successes and having the courage to launch groundbreaking initiatives.

Above all, it is your ability to care about the people you work with that will make the difference.

In a landscape of change, HR managers are pivotal in fostering resilience and growth. Stay ahead with tools like IceHrm.

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