2022 HR Opportunities.
We are predicting some shifts in the HR space for 2022. No doubt for some it will feel like 2020/2021 on repeat, but our view is that the last two years have really set the pace and foundations for much needed shifts to the HR function. This shift will see greater emphasis on technology, specialised capabilities and skills and creating a working environment that promotes belonging and inclusion.
One area we know that will be a key differentiator for businesses is our ability to lead with empathy, humility and kindness - taking a human-centred and experience-focused approach to how you lead and the actions you implement. You want to attract, retain and deliver on your purpose? It starts with leadership and is enabled by your people.
Here are our HR predictions for 2022, which we see as opportunities, and some quick fire tips to front foot.
Talent attraction and retention - expanding, retaining or outsourcing your talent needs
Establish what your employee value proposition is (what separates you and makes you great) and what your environmental, social and governance (ESG) objectives are. Be clear on how your purpose drives your actions - promote it internally and externally.
Address pay equity and enhance reward and recognition.
Fill roles internally by creating an agile talent marketplace that explores and opens up opportunities for current staff.
Establish career pathways and a skills/capability taxonomy to internally fill roles, retain talent and upskill.
Cluster your key organisational capabilities and skills (ie Sales, Customer Service) and attach to career pathways so you address gaps and facilitate career progression and learning.
Outsource hard to fill roles and for experience-driven, fast-paced outputs.
Say ‘thank you’ and ensure your people feel heard and valued for their contribution.
CV-19 fatigue + mental health - normalising, acknowledging and supporting the Covid toll
Create a safe space to talk about wellbeing - starts with leaders being open about their own wellbeing.
Offer a wellbeing type leave (i.e. wellness days).
Undertake wellbeing check ins.
Train your leaders in mental health first aid.
Enhance your benefits to include wellbeing focused perks.
Hybrid workplaces - embracing it, but with some rules + exploring the metaverse
Co-design some ‘first principles’ on how hybrid working will work for your business - focus on employee engagement, social connection, innovation and customer delivery.
Invest + update your tech to embrace enhanced offerings for digital connection and engagement.
Update employment agreements to reflect ‘location of work’.
Update or create new hybrid working/flexibility guidelines.
Support work from home health and safety checks.
Implement review periods for your model.
Vaccination requirements, Covid-19 management + policies - balancing health and safety with personal choices
Have a Covid-19 Management Policy in place - a policy that goes beyond vaccinations.
Establish a Management Framework that allows you to flex your approach to the changing nature of the pandemic.
Update employment agreements to reflect ‘vaccination requirements’ including booster shots.
Align your Covid management approach to the traffic light system for flexibility, transparency and safety control.
Get Omicron ready (refer below).
Look at all the possible ways to retain your talent, irrespective of vaccination choices.
Legislative changes for 2022 - being ready to implement, including updating your payroll
Changes to the Holidays Act (immediate access to some leave entitlements, parental leave override on holiday pay, expanding bereavement leave, treatment of discretionary bonuses).
Matariki Public Holiday - 24 June 2022.
Fair Pay Agreements.
Extension of the Living Wage.
Greater entitlements for Dependent Contractors.
Lastly, we can’t not mention Omicron. From a people and business continuity perspective, you should be planning, testing and implementing your plan to deal with an outbreak. With changes on the horizon around isolation requirements, supply chain issues and the toll on the health system it would be prudent to think about things such as split workforces (i.e. week in, week WFH), scenario planning if a section of your workforce or supply chain becomes infected or is in isolation and aligning your operations (staff and customer delivery) with the traffic light system. You should also be supporting and enabling your people to receive their booster shots.
We’re on hand to help with your HR needs and look forward to partnering with you.
