As HR professionals we have our work cut out for us on two fronts. When we begin to ramp back up, what will we do differently to reengage that new employee that goes through your onboarding process. What can we do now to get this equation in sync? What will we do with the existing workforce to build back that trust. We can no longer give lip service. If we don't believe it, do you think your employees will. Employees and prospective employees have seen the dynamics play out in their workplace, in the news or heard stories from their friends. HR has to drive that process. We should put this type of initiative on the front burner, because this is where the rubber meets the road. It is our job to drive, develop, restructure and realign our workforce. We are HUMAN RESOURCES!
The managers at a company is on the front lines of the engagement battle, but they can only do so much. Are they equipped with the tools to carry this re-engagement forward? Do they fall within the same mindset as their employees? HR has to play an much more important role in driving this process. HR must be seen as credible and it is our role to understand the importance of that most prized asset within a company.
There needs to be clear and new thinking in order to step in and act quickly and diplomatically as well as remain strategic, innovative and decisive. This is not how many line managers would currently describe HR. What are the managers key areas of concern in your company? What is on your employee's mind? If you do not know this, the best way to find out is to just ask.
I have always found that focus groups are a great way to get the inside scoop. Facilitated group sessions will provide a great starting point. Have a few sessions for employees and separate sessions for a select group of managers. You will finish this process with a treasure trove of information to start.
Get on the social networking bandwagon!! All of your employees are already there. Use it to communicate, create communities, stay connected. The internal memo, once a year company speech, earnings call memo an other forms of old school communications must be reevaluated. All the forward thinking companies are already there. This means more than just using social networking for recruiting, which I think everyone has seen the success of. Check out this white paper on the use of social networking by Jobvite titled Social Recruiting Survey.
Spend your time on thinking how to effectively use this new phenomenon as opposed to start thinking about the rules. Social networking is a tremendous opportunity for HR.
My comment is that we have to move HR into the 21st Century. We have to rebuild the workforce and not take for granted that most prized asset in our companies