As the year draws to a close, many companies are closing up their final review period and getting goal creation programs ready for the new year. There’s a lot happening behind-the-scenes in HR departments. The new year can mean a fresh start and employees come back from the holiday break ready to reset their goals and make waves in their company and for their career.
It’s always fun to see what trends are predicted and imagine what the next year may hold. We asked a selection of HR leaders from great places to work (including a few of our wonderful customers!) to see what they have planned (and are excited about) in 2017.
Millennials See Learning as a Benefit
Alignment with values is a must. At education startup Galvanize, employees are given a budget to spend on “how they want to grow and how they want to learn,” People and Culture Director Bruna Maia says.
The format of how learning happens is changing, too.
With a competitive talent pool in Silicon Valley, being a startup isn’t an excuse to skip out on formal programs for learning.
Rise of Feedback Culture
Peer feedback is on the rise. Advertising technology company Sovrn has “purposeful candor” as one of its values, which drives a new program led by People Operations Manager Brittany Kloss.
In the exercise, which will be optional to start, teams will gather in a conference room and go around the table sharing a self-reflection on what went well and what could have gone better, then inviting peer feedback from the rest of the group.
Companies will become more open to seeking out feedback from employees to boost retention and productivity.
Once programs and tools are set up, it’s important to train managers to give good feedback, too. At the end of the day, the goal of feedback is to drive talent development and impact performance.
Optimizing ‘Tours of Duty’
The “Tour of Duty” concept first emerged a few years ago and continues to rise as employees, especially knowledge workers, become more mobile and eager to shift roles in search of learning opportunities and challenges.
Now, companies are finding ways to take advantage of it.
“It’s this concept that people are going to come and go in your company, and for us there’s definitely a cost to it and an impact on the culture,” Maia says.
Changing Role (and Perception) of HR
The challenge and opportunity for HR leaders is the changing needs and expectations from their department.
Also noted is HR’s role in employee communications and driving engagement.
“There is no more traditional HR function, but more of a company culture operations,” Mikko Koskinen, HR and recruitment manager at Smarp, says. “The goal of culture operations should also be to make your employees succeed in what they do rather than just making new processes to follow.”