HR SUCCESS IN 2022
PERMANENT FLEXIBILITY & AN EMPLOYEE FOCUS
It’s been a tough two years, with plenty of change and many challenges thrown our way. And 2022 is shaping up to be the same. Many businesses and teams have done an amazing job during the Covid period – you have shown resilience, adapted quickly and demonstrated creativity and compassion in your Covid responses.
But what happens now?
NZ is right in the midst of the Covid wave, and at some stage this year we hope to emerge on the other side.
Looking ahead to what to expect in the HR space this year will be critical to continuing your strong business performance, attracting and retaining talent – and keeping your team safe and sane.
As you finalise your planning for 2022, here are some of the top considerations for your HR Plan:
- The tight recruitment market – You will have all seen the labour market statistics, and with near full employment in New Zealand and the tight restrictions on immigration it is a candidate’s market right now. The number of applicants you receive will be well down on usual numbers, and quality candidates will be in the mix for several roles. It is critical you review your employment branding and recruitment processes to ensure you present a positive Company image, deliver a great candidate experience, and move quickly. Your offer needs to come first and be the most enticing if you are to win the war for talent. Is your employment brand attractive to candidates?
- Retention of talent – With such a tight market, direct approaches to candidates are becoming more frequent. Even the most loyal team member can be tempted to take a look at a role promising a decent salary increase and other enticing benefits. Staying close to your talent will help you combat this. Make sure you know how they are feeling, what their career goals are and keep their development going – even during these trying times. Your investment in them and support will be remembered and repaid by continued service.
- Wage Pressure – The tight labour market has driven up market rates. Add this to the minimum wage increase and the current inflation rates, and staff expectations are high. Recent articles in the media and statements from Unions around the cost of living has added to this. Getting ahead of the curve and reassessing your remuneration strategy is a proactive step to take so you can keep up with the market and retain your team members.
- Wellness – While this has been critical throughout the pandemic, with Covid fatigue well entrenched, now is the time to think creatively about how to ensure your staff are taking real action to stay well. Most people have seen plenty of social media posts and posters around keeping well – but are they listening and is it working? Is it time to adapt to this entrenched environment and try something new on the Wellness front?
- Flexible work – While this has been a top consideration for candidates for some time, it will become a critical factor for your current team once we steer through the Omicron wave. Employees are used to working from home, and for the most part have learned to do this effectively. They have also adapted their life accordingly. Once the wave passes and we start to go back to “normal” it will be a good time to review what that “normal” will look like. Staff that once happily commuted to work may not like the transition back, and new patterns will have emerged that your team may not want to give up, like picking up the kids from school and taking lunch time walks. It is time to take the learning from this period and design a flexible work system which accommodates this and becomes your new “normal”.
Being proactive in your HR planning and recognising which factors are important right now will help you implement the right HR strategies for current times. It is not a normal time – and a normal approach won’t be effective.
Positive People has 27 years’ experience helping businesses design HR plans which deliver great employment results and are fit for your individual circumstances.
