Early in the year, many organizations took steps towards their “return to normal,” but it soon became clear that “normal” was going to mean something very different.
The “Great Resignation” has required employers to heighten their focus on retention and engagement, while the spread of new Covid variants has disrupted and delayed plans to return to the office. Hybrid work, seen as a solution to both challenges, has created its own new ones, around communication and performance management.
Perhaps some of the lessons we learned over the past year can provide insights into the steps we must take to thrive in the new year. Here’s what resonated the most with you this year.
Many of the challenges we faced in 2021 will stay with us until 2022.
Employee engagement and employer branding will remain priorities for employers. HR professionals will need to enhance the employee experience at their companies through effective talent development and retention strategies.
Improving diversity and inclusion, as well as employee well-being, were major challenges in 2021 and will continue to be strategic priorities in 2022.
Culture happens whether we design it or not. In 2021, HR professionals decided not to leave culture to chance. This article addresses the basics of a workplace culture survey, the type of data you need to collect, and how to use that information to drive your culture forward.
Data gathered from workplace culture surveys can provide an important blueprint for strategic action in 2022. Surveys can identify gaps between how company leaders perceive the culture and how employees on the front lines perceive it. That data may reveal things we don’t want to see, but it’s a vital first step to aligning perceptions of culture across the workforce.
Hybrid work arrangements gained traction in 2021, leaving HR professionals looking for long-term solutions to managing people in a hybrid environment. But there’s a significant difference between measuring performance in an in-person environment versus a hybrid workplace.
This article explains the role of goal-setting in measuring and managing performance in a hybrid workplace. Hybrid performance management must be more intentional and transparent so that managers can collaborate with employees to help them reach peak performance.
In 2021, more companies recognized the value of implementing objectives and key results (OKRs). One of the advantages of an OKR framework is that it helps employees feel connected to the larger organization. That can prompt employees to be more strategic and invested in their work.
But to be effective, OKRs need to stay front and center in employees’ priorities. This article demonstrates the importance of frequent check-ins for keeping employees on track and connected to the company’s larger goals.
Business agility has been an imperative in 2021 and will remain a priority in 2022. But you can’t foster business agility without agile leadership.
This article explains the principles of agile leadership and why you should apply them to leadership development programs at your organization. To stay ahead of your competitors, you need to begin developing leaders who can react quickly and with purpose.