What are the best ways to keep your HR talent engaged?

In a world, where HR has been reduced to jokes and memes, HRs are paid lowly and often disrespected by businesses, it becomes very tough to keep the HR talent engaged. "I should have never joined HR, should have gone for sales or technical career", I have heard this multiple times from the people I work with. Few small things that can work wonder in this context are: -> Regularly validating, acknowledging, and appreciating the work of your HR workforce -> Empowering them enough to push line managers to execute people-centric tasks -> Giving them high-impact projects and autonomy to run them -> Appreciate the abstract in HR profession, not all work can be quantified -> Creating well defined career paths for them

To keep HR talent engaged, a strategic shift in how we, as an HR/People Team, work is essential. Rather than narrowly focusing on sub-team tasks, we must unite around HR/company-wide goals. By leveraging our collective expertise and power, we can address complex challenges and create more impact than when each team operates in isolation. An example would be improving the quality of hires, a responsibility that extends to multiple HR teams, including the TA team, Employer Branding, Onboarding, Learning & Development, and Rewards teams. Prioritising a select few but impactful initiatives will boost HR's confidence and earn the appreciation it deserves over time. Less is more and drives impact and recognition!

Human Resources can no longer be viewed as just a service-oriented department but rather an essential partner in business decision-making. Dramatic changes to the workplace and executing a strategic plan requires understanding these challenges. Knowing the long-term business objectives allows the HR department to navigate these challenges in a way that contributes to the business. To successfully align their efforts with business strategy, HR experts must complete the following: *Evaluate external and internal workforce conditions *Plan and implement the HR strategy that includes *key performance indicators (KPIs) *Automate applicable tasks *Measure and evaluate results

Professional development opportunities Offer competitive compensation Improve organizational culture Create employer branding content Encourage team building activities Measure employee engagement levels Recognition Focus on employee experience Offer growth opportunities Performance review Prioritize company culture Promote flexibility Understand your company objectives Attracting top talent Better succession management Collect employee feedback Communication challenges Craft a coordinated onboarding approach Developing employee skills Evaluate performance consistently Foster a positive work environment Give employees more responsibility Improving employee retention Incentivize employee referrals

Algo importante e crucial na minha opinião é deixar claro a função e as atividades que este profissional de RH executará no seu dia a dia. Um dos principais fatores de desengajamento é o famoso RH faz tudo, isso acontece quando por exemplo, a empresa não entende tão claramente quais são as funções e atividades de cada um dentro do setor de RH. Ou seja, a liderança e a gestão precisam estar por dentro dessa divisão de tarefas e ter de forma muito clara as responsabilidades e atribuições de cada um dentro do RH. Tendo essa clareza, o alinhamento de realidade x expectativa trará muito mais resultados e maior satisfação.

I have applied different strategies to keep HR talent engaged. The aspect of continuous learning and development is crucial. Offering opportunities to acquire new skills, participating in training programs, gives them the necessary tools to grow professionally. Supporting work-life balance shows concern for the overall well-being of employees, which is why it is important to offer work flexibility, wellness programs, and policies that foster a healthy environment that contribute to reducing stress and increasing job satisfaction and productivity.

Investing in learning and development opportunities for HR talent is a strategic decision with profound implications. Beyond enhancing professional competencies, it acknowledges the inherent human potential within the workforce. When organizations commit to nurturing their HR professionals both professionally and personally, they tap into the wellspring of creativity, empathy, and resilience. Moreover, by promoting personal growth, the organization sends a powerful message: it values its people as holistic individuals, not just cogs in a machine. This, in turn, fosters a workplace culture that attracts and retains top talent, creating a win-win scenario for HR professionals and the organization they serve. Happy Hiring!

Once you have aligned HR with business strategy, carve out the more strategic initiatives that HR talent can lead, instead of the regular more Senior HR people. Give your Talents the opportunities to get exposed to business decision makers and be seen with the great work they do. Creating a broader network within the business and with more senior business leaders is key for Hr Talent. The collaboration they will have with the business on a more strategic level will lift their capabilities tremendously. Make sure they get a Mentor from the Business to get an even better understanding of Business challenges and how to solve them. HR is not a plain service provider, it is a strategic partner, and we should develop people that way.

Sometimes opportunities are not only need to be given but also to be pushed. I am the kind of leader who loves to push my team to upgrade themself,make a career and learning journey for themself. Joining a webinar/offline seminar once a month with different topics is mandatory, which will continue with internal sharing with other HR team members. This helps the team to "compete" (in a positive way) about what new things they learn each month. This also helps them to focus on what area they want to develop themself. Investing in learning and development sometimes feels expensive for a company/organization but, it's worth it because I believe that when the employee grows, the company also grows and will bring an impact on business purposes

A simple formula 1- Hire great talented people 2-Place them in large stretch roles 3-Provide them real time candid feedback 4-Have their back when difficultly arises 5-Get out of their way and let them do their job

Engaging talent isn't a rocket science. It's a set of micro and macro practices ensuring talent is rewarded, recognized, coached and nurtured well. No one would like to leave a thrilling, challenging but rewarding workplace. Problems happen when people don't get any feedback and recognition. And it's never about cost but intent of manager or management.

Um dos maiores desafios das empresas é reter os colaboradores, e isso também vale para o RH. Este setor, muitas vezes tem sido esquecido pelas empresas e quem "acolhe", não é "acolhido". Geralmente o RH é conhecido por fazer muitas ações na empresa, quando a comunicação é aberta e sem ressalvas entre RH e gestor, os resultados são maravilhosos. Cabe à gestão, alinhar as expectativas das atividades do setor de RH e criar uma cultura de feedback. Quando o RH sabe claramente qual o resultado esperado, ele sente maior motivação para a execução destas ações. E assim como qualquer colaborador, o RH também merece reconhecimento, concorda?

This is one of the most important step in keeping the HR talent engaged. Timely constructive feedback empowers the HR talent in remolding the strategy and delivering the best within the timelines. Also, recognition plays a critical role in motivating and engaging the HR talent. A fresh wave of energy and enthusiasm can easily be seen if these steps are taken on regular intervals

To keep HR talent engaged, foster a positive work culture, provide professional development opportunities, recognize achievements, and encourage open communication. Regular feedback and creating a sense of purpose also contribute to sustained engagement.

If you want your HR team engaged give them a seat at the table. Allowing your HR team to work in a collaborative and respectful environment, across the organization, generates a special level of engagement. It provides a runway for your HR talent to learn, grow, and develop.

A rising trend in recruitment is collaborative hiring. The benefits- better chance of hiring cultural fits, limit unconscious bias. Team members know the best about task, duties, responsibilities required for the position. They give great ideas for pitching the job by sharing what they like about workplace. We have begun collaborating with cross functional team members and involving them as a panel member while recruiting. We have initiated nominating a buddy from the team who will support the new joiner to settle comfortably. By collaborating and working in teams we will create a performance based work culture.

Collaboration and teamwork are essential for HR personnel engagement and productivity. HR workers can collaborate with colleagues from other departments by encouraging open communication, promoting inclusivity and respect and offering cross-functional collaboration. Workshops, brainstorming and project partnerships foster teamwork and shared goals. Recognising and celebrating team successes improves work environments and connections, increasing HR professionals job satisfaction and engagement.

What about looking into external collaboration, too? Learning from/with/about functional experts in other organizations and collaborating with them, will drive more outside in learnings and experiences.

HR should be respected from the wider business. Having an MD thank you for your work is a massive confidence boost and encourages engagement.

To support work-life balance and wellness: 1. Offer flexible work arrangements. 2. Encourage time off. 3. Set realistic work expectations. 4. Support employee well-being programs. 5. Promote work-life boundaries. 6. Foster a supportive culture. 7. Provide employee assistance programs. 8. Lead by example. 9. Assess workloads and resources. 10. Seek employee feedback.

In order to keep HR talent engaged and healthy, it is necessary to support work-life balance and wellbeing. Workers can be supported in striking a good work-life balance through the promotion of wellness programmes and resources, the encouragement of flexible work arrangements and the promotion of mindfulness and stress-management practices. Higher job satisfaction, greater productivity and less burnout among HR professionals can be achieved by demonstrating a commitment to employee wellbeing through the provision of chances for physical activity, mental health assistance and work-life balance training.

Encouraging HR professionals to get involved in community engagement projects or volunteer initiatives outside work which not only encourages opportunity for personal growth and fulfillment but also reinforces the importance of social responsibility and empathy in HR practice

Prioritizing well-being is key! In the fast-paced world of HR, supporting work-life balance and wellness is not just an option; it's a necessity. When we take care of our HR talent's health and balance, we empower them to excel in their roles, be more resilient, and inspire others to do the same. It's a ripple effect that leads to a happier, healthier, and more engaged HR team.

There is beauty and high reward in working with people and being part of their success and growth. Nevertheless, people remain unpredictable and complex beings which can add to a high level of stress for those who are responsible for human capital. Being aware of that, it is key for leadership to offer flexibility and work-life balance to HR employees. Promoting and providing mental health days off, various discounts/gifts to encourage HR professionals to prioritize self-care can go a long way when it comes to retention and avoiding burnout.

Many of these listed themes are important, yet could apply broadly to employees working anywhere in any organization. One thing in my experience that is unique to engaging HR Talent is deepening their knowledge about the business itself, how it operates, how different functions support the whole enterprise, and how it competes and thrives in the marketplace. Building this business knowledge helps HR Talent connect the dots and implement solutions that truly add value to the business, which in turn builds HR credibility and job fulfillment.

Treat your HR function like any other corporate function, not making demands on your People community that you wouldn't elsewhere in the business. For HR to be accepted as the critical business function that it is, it should follow the same customs and practices applied across the organisation. This applies to working hours, promotions, pay rises etc. It should not be harder to advance your career in HR because we are compensating or taking the hit for the wider business.

بالطبع كل هذا يحصل بعد ان يتم تحديد المواهب و بشكل واضح و حسب معايير معينة. اصعب خطوة في عملية ادارة المواهب البشرية هي تحديدها.

Provide opportunities to grow, belong and feel that you can be yourself. Important to foster the culture of feedback and recognition. Learning with great minds could be also motivational aspects to consider, involving different people in x-projects.

In the past, individuals wanted to join HR/People functions because they "liked working with people." While we've levelled up from here, HR professionals often have a strong desire to help and make an impact. As a leader, connect the company's business goals, your EVP and your team members' personal goals and desires. You may not immediately know why they joined the HR/People function. You may not even know why they are still working in this field. The closer you can connect their reasons, motives and goals to their work, the more engaged and fulfilled your team members will be.