Are these 5 things in your HR Plans for 2023?
January has been and gone!
It’s hard to believe we’re six weeks into the new year already! When thinking about the rest of the year that lies ahead, the old adage failing to plan is planning to fail comes to mind.
So, in the spirit of planning ahead, we wanted to ask, are these 5 things in your People Calendar for 2023?
1. Regular 1-1 Catch Ups
When issues arise or come to a head, we often identify that a contributing factor is the lack of a regular or structured 1-1 in a manager’s monthly diary. These are important forums to air concerns or have honest conversations about how either the employee or the employer is feeling.
Think about ways to make them meaningful:
Are you physically away from other team members or in a private space, providing the forum for open dialogue?
Do you share feedback regularly outside of your 1-1s? You don’t want this to become a meeting that employees fear if it becomes the dumping zone for all negative feedback to air itself.
2. Annual Performance Cycle
Whilst some businesses undertake a performance review in sync with an employee’s service anniversary, most do this in an aligned business rhythm across the organisation. We recommend the latter, and note the following advantages of doing this:
It’s easier to block out time once a year, than remember to undertake these at sporadic intervals.
It helps keeps things consistent – when you undertake these at the same time you are more likely to assess an employee’s performance consistently and be less swung by subjective judgements
You can align the process to your business rhythm or financial year, which aligns employees’ targets and goals to the wider business objectives
3. Soliciting Employee Feedback
Have you scheduled an Employee Engagement Survey this year? An Engagement Survey is a great way to get objective feedback from your employee population on a host of inputs that drive employee engagement.
Core HR run these independently, giving both you and your team confidence in the confidentiality, independence and objectivity of the survey and analysis.
4. Are you resourced to achieve your goals?
Have you ensured you are resourced for the year ahead? This also comes under the ‘planning to fail’ umbrella. If you know you don’t have the resources, or right skills, to deliver on your goals you can’t be surprised when you don’t meet said goals! Think about skills gaps that may exist within your team. Do you need to recruit to ensure you are resourced to achieve your business goals?
5. Organisational Design
Do you think your structure is failing you? Do you think that your structure or people processes are making you inefficient? Our HR Business Partners are experts in guiding and supporting you through periods of change or adjustment to make you efficient and set up to achieve your goals!
Contact us at Core HR to talk about your 2023 and how you want to prepare yourself and your people for a great year!