The vast majority, as many as 80% of HR people, employees and the atmosphere in the company motivates them to work. A comparable group values ​​its direct impact on how an organization functions and develops. More than 2/3 of human resources experts are motivated by respect for employees and management (68%) and the variety of tasks performed (67%). Half of them value the possibility of development, including training offered by the company, and 47% value partnerships with business. HR people work to inspire others, meet new people or create a stable work environment. However, 60% of respondents work for money.

Every third human resources expert wants to create an attractive work environment. Without a doubt, social technologies can help. They enable the involvement of team members in the decision-making processes in the organization and increase employee productivity by up to 25%.

Undoubtedly, the biggest challenges for HR specialists are:

  • Acquiring a large number of quality applications (58% of answers).
  • Motivating employees (43% of solutions).
  • Maintaining critical talents in the organization (42% of keys).
  • Efficient internal communication (40% of answers).

One in four considers it a challenge to recruit passive and third-generation candidates. However, one in five wants to make an ad that attracts the best candidates. Challenges include:

  • Negotiating and cooperating with the business.
  • Creating a coherent employer branding strategy.
  • Quickly selecting an application.
  • Terminating employment contracts.

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What are the responsibilities of the HR department in the company?

The days when the Department of Human Resources (HR) was active in company structures only when recruiting for new positions are long gone. However, large companies from Western Europe have long noticed that the people employed in this department should influence many essential processes in the company’s life.

This group often includes, for example, the analysis of personnel development and the development of specific career paths for various employees who already work in our company. The sooner the supervisor realizes that investing in training and development of human resources competencies is the key to success, the sooner he decides to introduce an HR department in the company.

Many companies also point out that periodic meetings of managers from different departments with human resources employees can bring great results. If, for example, the employee in the promotion department is not doing well, and his competencies in other areas of the company’s business are excellent, you can always fight for such a worker and try to change him, not fire him.

Thanks to that, we save a lot of time and resources. Recruitment and the search for the perfect candidate for his position could take a long time, and besides, it would not be successful. Of course, there are times when you have to say goodbye to a team member, but you should use them as a last resort.

1. Communicate clearly and specifically

The employees’ communication in the human resources departments is with people from different professional and age groups. Therefore, remember that your message is not competing for content with the industry’s most famous words or anglicism. Instead, write and speak so anyone can understand you, without using a vocabulary known only to a small group of experts.

2. Communicate openly

Communication in the workspace must be as open and honest as possible. Therefore, it is vital to have a digital platform for business communication, such as Slack, groups in WhatsApp Business, Skype.

You must provide up-to-date information on what is happening in your organization. One of the worst communication scenarios is when employees find out about changes in the company, its successes or failures, not from you, but the media or friends. In the case of the recruitment process, this openness can manifest in informing the candidate at the beginning of the process about the salary ranges for a given position.

3. Communicate information quickly

Employees in the organizational and HR department have access to a critical source of information from top management, the board) about what is happening in your company.

It is desirable to be a reliable informant to employees and cooperate with communication departments, providing them with the necessary knowledge.

Sending video messages is also desirable as a form of information transfer.

      What do you need to know when you want to give feedback to an employee?

When you want to give feedback to an employee, you must always use the sandwich model, where you tell the employee what they are doing right and what they are doing wrong at the beginning and end of the conversation. Unfortunately, this model does not work; it’s unnatural, your subordinates do not like it, and you also think it’s artificial. 

Maybe you are doing it wrong?

Giving feedback according to the sandwich model does not work in all situations. Therefore, this is a good method only if you meet two conditions.

The “sandwich construct” must be correct and should be applied in the right situation. You should not give feedback in this way. If you use it too frequently, the sandwich model sounds artificial and slows down communication between the boss and employees.

This form is very suitable as a summary after the end of a particular phase of work, during which the employee performed at least several activities. For example, it is helpful to use a sandwich model after:

  • Summarizing the working day for customers, where the boss conducted training with the salesman.
  • Completion of the project or its stage.
  • Appraisal meeting when you summarize a subordinate’s short work period as a monthly summary.
  • Evaluating reports and reports submitted by the employee.

4. Adjust the communication channel to your recipient

We should use different communication channels and human resources software if the organization includes employees in the production hall or warehouse. A digital newsletter or intranet is not enough. If you keep in mind that some employees do not use computers during their work, printed company newspapers and bulletin boards come into play.

You need to post a consistent message across all channels to reach all employees in the company.

5. Open up to the conversation and listen

Dialogue – in the first place. Take care to inform employees but also to answer or ask questions. Get acquainted with the mood of employees or opinions about your organization. Create communication that ends with information about who to contact regarding the subject and questions.

6. Ask for feedback

Do you want to implement a new employee benefits program? If you do, conduct the survey earlier, at the time when it is crucial to know the needs of employees and what they expect from their employer.

It is not enough to constantly communicate what is happening with the organization, what processes occur, and development plans. According to HBR, it is also worth asking employees about their moods, preferences, or ideas.

7. Communicate systematically

Systematic communication allows recipients to get used to the fact that the HR department is present in their professional life, care for proper communication, and is open to conversation. It is worth communicating, and it is worth doing it well. The HR department is, in a way, a showcase of the company – both in contact with employees and outside. 

Bad communication can significantly hinder, e.g., employer branding activities, and sometimes it can cause high employee turnover. In turn, good communication, i.e., one that meets, among others, The conditions presented above, facilitate lasting building relationships, fosters a positive candidate experience, and makes employees feel necessary, safe, and heard.

Other methods

Several other methods work better when the supervisor wants to give feedback after a particular action of the subordinate. These methods are the “self-communication” and the “full expression model.” They provide short and effective feedback based on the principle of quick response, which is called “one-minute manager” in situational management. These methods are used in everyday work because they help managers respond to their employees’ actions on an ongoing basis, require no special preparation, and are a natural, assertive form of communication between colleagues. Another popular method is the “Zet Model,” an intermediate state between the short feedback forms and the more extended sandwich model.