Among all the discussions related to the Great Recession, there is little reference to the impact on HR leaders. The combined challenges of finding new ways to recruit and retain talent along with addressing the concerns of employees is taking a toll.
According to a recent survey from HRE, 86% of HR executives say their stress has increased in the last year—44% say their stress levels have increased “dramatically”.
HRE polled 820 leaders last fall, and, unsurprisingly, found that hiring and retaining key talent amid the Great Resignation is the biggest HR challenge currently facing organizations. Improving employee morale and engagement in remote/hybrid/socially distanced workplaces (cited by 18% of HR leaders), managing compliance, including expected federal COVID-19 vaccine mandates (16%) and improving company culture (12%) were HR’s other top concerns of 2021.
The stress from these challenges is compounded by the lack of support from executive leadership.
AllVoices conducted its own survey and found that 40% of HR leaders feel challenged by the lack of importance/priority the company puts on the HR department.
Claire Schmidt, CEO and founder of AllVoices, shares “Our HR respondents find challenges in the fact that they feel overlooked by the rest of the organization, that their work is often deprioritized or that [other business leaders] focus just on hiring and administrative tasks, and fail to understand the work they do in ensuring that employees are happy, safe and fulfilled in their job roles.”
Implementing new HR performance management technology could help alleviate the stress for HR teams. AI and new software platforms can help teams communicate more effectively and improve performance management in a remote workforce. Enhanced experiences through AI, employee self-service and continued learning tools, advanced HR technology allows HR professionals to take on a more strategic role within their organization.
According to Schmidt, businesses should “focus on what HR leaders say excites them most about the role to keep them engaged, such as improving collaboration and advising across business units, implementing new technology, increasing the use of analytics for data-driven decision-making and increasing hiring.”
Contact us today to learn more about our modern approach to performance management and development that actually improves the manager and employee relationship. Don’t just take our word for it, see what our Customers have to say.