HRCI Work | Life Podcast

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

HR leaders should engage in frequent performance management feedback and conversations. Here is how to thoughtfully implement performance management tools and processes at your organization.

First, align performance management with your culture.

Incorporate feedback from the workforce to implement tools and processes that work within your organizational culture. Align your company's cultural norms with your performance metrics and feedback.

Second, create a communications plan.

Analyze organizational data to create a targeted communications plan. Integrate survey information from the workforce and focus groups to determine any areas of resistance.

Lastly, continuous refinement.

Continually review your approach and communication plan. Frequent communication with managers and employees are a good source for the enhancement of any performance management plan. Changing your performance management processes requires time, thoughtful approach and execution to refine and adopt the new process.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

Improving your workforce's financial wellness can boost employee productivity, engagement and satisfaction. When employees have a healthier control over their finances, they tend be happier and more productive. Here is how HR can support financial wellness initiatives at your organization:

Employee populations will experience different financial struggles. For example, some employees might be thinking ahead about retirement, while others could be concerned with college loans. Survey your workforce to determine which financial benefits they would find most useful.

Thoroughly communicate your benefits plan so that employees can take full advantage of what is available. Share available resources with employees that are part of their benefits package.

Financial literacy is a primary way to reduce financial stress and insecurity. Include financial literacy courses that are relevant to your workforce as part of your learning and development curriculum.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

Navigating cultural intelligence is an essential part of business operations and workforce management. Even if your organization does not have a global presence, your products or services could appear in a global marketplace. Here are some steps to build cultural intelligence skills at your organization.

Behaviors that are common in other cultures may seem unfamiliar to us. Possessing self-awareness of how your culture affects behaviors is key to recognizing other perspectives.

In addition to understanding differences, also get into the habit of searching for commonalities. Always push yourself to leave your comfort zone in order to understand different points of view.

Being globally competent involves finding success in different cultural contexts. Be aware of the impact of cultural nuances when dealing with a global audience. Always strive to be flexible and adventurous, as warranted.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

Data is one of the most valuable company assets. Failure to effectively protect sensitive employee information puts an organization at risk in the event of a data breach. Here's how to establish effective employee data protection practices:

First, create a data safety committee.

Develop a committee that is dedicated to governing all of your organization's assets. Meet at least once a year to review data practices. They should be able to anticipate changes and their impact on employee data safety.

Second, develop data protection policies

If employees know exactly how their data will be used and stored, they will be more likely to consent to data collection. Always ask for consent when gathering and storing employee data.

Lastly, data safety education.

Working toward baseline data proficiency is vital for preventing the misuse of data. Establish concrete policies for requesting and distributing data. Employees at all levels should have enough data proficiency to raise questions and concerns.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

Appealing to a global market has never been more vital to a company's success. Organizations need global HR leaders who can foster healthy multicultural workplaces and manage workers around the globe. Here's how to manage your global workforce.

Without a comprehensive understanding of different cultures, your organization runs the risk of increased bias within policies, processes and employee interactions. International mobility can help expand each office's cultural proficiencies.

A dispersed global company could be operating in vastly different markets around the world. Establish a baseline culture from your shared mission while allowing for regional differences and preferences.

The pandemic shift to a remote work model has expanded the talent pool for companies already embedded globally. Make sure remote employees have all the tools they need to feel connected to the larger organization.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

Fostering diversity, equity and inclusion, known as DEI, is vital for any business. Supporting employee affinity groups with DEI as a guiding principle is an effective way to enrich your organizational culture. Here are some ideas to cultivate mutually beneficial results for affinity groups in your organization.

Part of succession planning is to identify and include diverse talent for leadership roles. Encourage and invest resources to develop affinity group leaders, such as attending conferences or offering professional certification scholarships.

Properly align expectations and set boundaries for the benefit of affinity groups. For instance, organizations should not assign affinity groups the role of writing DEI policies. Rather, they should be contributors to the DEI strategy.

Lastly, encourage diverse voices.

Highlight diverse perspectives and the voicing of DEI topics as part of an affinity group platform. Affinity groups can help your organization leverage assimilation and dispel separation, which is vital to your successful DEI strategy.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR News Flash, your briefing on talent management and the world of work from HRCI.

In order to stay relevant, you must continually chase learning opportunities. But in today's fast-paced work environment, it can be tough to find the time — and develop the discipline — to engage in continuous learning. Here's how to embrace the habits of a self-regulated learner.

Learning should be communicated as an organizational priority. It shows employees that the organization is committed to development and career growth. To foster a sense of psychological safety, shift the mindset from pointing out weaknesses to identifying opportunities for growth.

Self-learning affords you the opportunity to read and digest a variety of topics. This can lead heightened curiosity and expansion of ideas and practices. As an example, you can practice by reading often and asking yourself thoughtful questions. Being agile is also important. As new situations arise at work, get into the habit of being responsive and flexible.

Set monthly and quarterly goals. Hold yourself accountable to these goals. Celebrate your small wins and acknowledge your growth. These habits will motivate you and give you the momentum to keep learning and moving forward.

This is your HR News Flash, your briefing on talent management and the world of work, from HRCI.

Surveying employees for engagement during times of disruption can reveal their work struggles and determine your engagement strategy moving forward. Here is how to leverage employee engagement surveys at your organization.

The concept of employee engagement includes components such as job satisfaction and involvement, motivation and commitment. Drawing accurate conclusions is first determined by how to measure employee engagement.

Avoid a one-size-fits-all approach to driving employee engagement. Identify what is most valuable to each segment of your organization and focus on those key drivers.

The type of employee engagement survey you should use depends on your workplace culture and your current needs.

For example, pulse surveys are useful for items that you can act on immediately. And annual surveys work better for items that need time for strategic development.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for more of the workplace news you need. Learn more at HRCI.org.

This is your HR news flash, your briefing on talent management and the world of work from HRCI.

The pandemic has accelerated employer needs to rethink employee safety training. Here are a few ways to leverage recent trends to educate and protect your workforce:

Compliance should not be your only goal. In addition to legal requirements, training is an essential means to incorporate meaningful modules to continuously increase proficiencies, improve well-being, and create a resilient and adaptable workforce.

Incorporate current concerns into training modules. For instance, apply best practices in employee safety training for issues such as mental health, cybersecurity and inclement weather.

Optimize safety training for digital delivery. Provide mobile friendly training courses using a variety of resources that can easily be accessed by your employees.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.

This is your HR news flash, your briefing on talent management and the world of work from HRCI.

A properly incentivized compensation plan can affect your business. Taking on new clients contributes to your organization's business success. To optimize your entire sales function, you must motivate your team through fair and realistic financial incentives. Having an effective sales compensation plan that pays employees well for meeting expectations is essential.

Here are some components of a successful compensation plan, according to Scot Sorenson, senior advisor of Strategic Sales Results:

Tie variable compensation to individual performance, as well as to department or organization performance.

Focus on big-picture goals and encourage your sales team to leverage strategy to align your compensation plan in lockstep with your company goals.

Ensure that awards are easy to understand and motivates the team to excel through commissions.

This concludes your HR News Flash. HRCI prepares HR leaders for the digital age. Thanks for listening. Check back soon for the workplace news you need. Learn more at HRCI.org.