If you have a negative outlook for HR in 2024, you can fix it now
How can HR shift from negativity to positivity in 2024? Uncover the simple shifts that can propel your team from the shadows of doubt into the light of optimism and success.
“Survey: Despite Improved Hiring Outlook, HR Leaders’ Expectations Worsen.” This is the headline the Conference Board chose to use to detail the results of their survey of CHROs. In the spirit of “if it bleeds, it leads,” they went with the most negative aspect of the survey.
And I get it–it’s all about the hits and no one likes to read “Everything is great!” We simply don’t click as often, but we should.
If you have a negative outlook toward HR for 2024, you can fix it. Here’s how.
Contents
1. Look at the actual numbers
The survey found that the CHRO confidence index fell from 55 percent in Q3 to 53 percent in Q4. Remember, anything above 50 means more people are positive than negative. Are you going to get your knickers twisted over a two percent difference? The majority of CHROs are confident about things going into 2024. That’s a cause for celebration.
And take a look at these stats:
- 44% of CHROs expect to increase their hiring over the next six months—up from 38% in Q3.
- 19% expect to decrease their hiring over the next six months—down from 26% in Q3.
Hiring is up! That is positive for businesses. 2023 saw a lot of layoffs, especially in the tech sector, so looking at increased hiring is a good thing–for candidates as well. And as hiring increases, more people are looking for new jobs. When things are bad, people hunker down in the position they have. When things look good, they are willing to try new things.
And let’s take a look at retention:
- 22% of CHROs expect employee retention to decrease over the next six months, up from 18% in Q3.
- Only 28% of CHROs expect their employee retention levels to improve over the next six months—down from 34% in Q3.
- 51% of CHROs expect employee retention to hold steady—up slightly from 48% in Q3.
Let’s rewrite that for positivity’s sake:
- 78% of CHROs expect employee retention to increase or remain steady over the next six months.
That’s a fantastic number. Yes, it’s less than Q3s, 82%, but it’s still a great number. Remember, a good hiring market means retaining good employees can be more difficult, so it makes sense that if hiring is up, retention will be down.
These aren’t scary or negative numbers.
2. Look for the positive
When you are looking toward 2024, you can focus on the negative things in your business, or you can focus on the positive things. This does not mean ignoring the problems–that makes everything become negative rather quickly. But look toward the positive.
Doing an employee engagement survey can help you know what is working and what employees feel is lacking. But remember, don’t do a survey if you’re not going to address issues! Nothing is worse for employee morale than asking them how things are going and ignoring it.
When you get the results from your survey, look for the things that are going well and talk them up while patting yourself on the back. There are probably a lot of good things.
3. Fix the negativity
It would be fabulous if HR had all the power and budget needed to solve employee engagement problems, but alas, you are undoubtedly limited. But if your employees tell you of a problem, you need to acknowledge it at least. Here are some things to think about.
Complaint: Pay is too low
Response: Assuming you literally cannot adjust pay and that your pay is at market rates, at least acknowledge employee concerns. But don’t do so and then hand out big bonuses to the executives. It’s tone-deaf.
Complaint: Managers are terrible
Response: You probably can’t fire managers, but you can do things to address manager behavior. What is wrong with the managers’ behavior? Have you trained your managers in providing feedback and managing by results? If you haven’t done these things, start doing them.
Complaint: Lack of transparency
Response: Fixing this is free. The battle will be with the C-suite to convince them that letting employees know what is happening is good. People want to know and will perform better if they understand what is going on.
Complaint: No work-life balance
Response: Again, this is a C-suite issue more than a cost issue. Dig into the issue and find out what employees see as the problem. Do they want remote work? Flexible start and end times? More breaks? Some of this may be possible, and some may not–you certainly can’t have your certified nursing assistants working from home–but you can allow your accountants a bit more flexibility. Look for a solution and ask your employees for suggestions. They may have ideas that you would never think of.
4. Stay optimistic
While it’s easier to complain, look for the positive in your organization and celebrate it. This is not the toxic positivity of demanding fake happiness. This is looking for the good and pointing it out. You get more of what you look for, so you’ll see more and more good as you do this.
Frequently asked questions
- How did CHRO confidence levels change in recent quarters?
- The CHRO confidence index slightly decreased from 55% in Q3 to 53% in Q4. While this indicates a minor dip, the majority remain positive about the future. A level above 50% signifies optimism, so the small change shouldn't overshadow the overall confident sentiment among HR leaders.
- What positive hiring trends are emerging?
- There's a noticeable uptick in hiring optimism among CHROs, with 44% planning to increase hiring over the next six months, up from 38% in Q3. This trend reflects a recovering and dynamic job market, offering hope and opportunities for businesses and job seekers alike, especially post the layoffs in 2023.
- How does the current retention outlook appear?
- While there's a slight decrease from Q3's 82% to 78%, the majority of CHROs still expect retention rates to either improve or remain stable. This indicates a strong focus on keeping talent and suggests that strategies to enhance employee satisfaction and loyalty are in play, reflecting a proactive approach to retention.
- What steps can HR take to address negativity?
- To counteract negativity, HR should adopt a dual approach: focusing on the positives while addressing issues head-on. Conducting engagement surveys provides valuable insights into employee sentiment, enabling targeted improvements. Transparent communication and acknowledging concerns can also foster a more positive atmosphere, crucial for boosting morale and productivity.
- Why is staying optimistic important in HR?
- Maintaining optimism within HR is vital for fostering a positive work environment that encourages growth and engagement. By focusing on the positives and actively seeking solutions to challenges, HR can create a culture of resilience and motivation. This approach not only enhances employee satisfaction but also drives performance and retention, making optimism a strategic asset in HR's toolkit.
