We have seen a shift in power from line managers, who used to hire and fire at will and kindly inform their HR contact that the employee had left the premises, to HR-led performance management processes, which, if managed correctly, may even remedy rather than exacerbate a difficult employee situation.
However, as the global recession continues to bite, job security diminishes further and uncertainty for all employees increases, it's the HR professionals who are placed in the firing line. So while they are supporting a nervous workforce, fielding tough questions and keeping the wheels of the organisation in motion with more limited resources than ever, who is ensuring that the HR team is not burned out, bored or broken? I suspect the answer is nobody.
It may not be the environment for lavish spending on employee benefits and pay rises but there are a number of things that employers can do to look after their HR team during a downturn. Remember, as the market picks up these are the people that you'll need the most.
Raise awareness
Most HR professionals are client-focused by nature and caring for employees and protecting their employer will always take priority over their own wellbeing. Regularly sending out tips on combating stress, fighting fatigue, keeping a positive mindset and remembering to ask how they are doing will at least raise their self-awareness of their current mental and physical state. People rarely sense when they themselves are heading for burnout and few organisations will tell employees to go home because they've done enough for the day, so make your employees responsible for their own wellbeing.
Job security
With the amount of downsizing or rightsizing we've seen over the past 12 months most HR teams will be at critical mass. If you know that you're not going to remove any more heads from your HR department, let them know. With all the uncertainty and negativity around them, the last thing they need is uncertainty over their own position. If the organisation can confirm that their job is safe, communicating this will enable them to be more focused on the job at hand.
A change is as good as a rest
It may not always be obvious but employees still want to feel that they are learning and progressing even in difficult and busy periods. Nobody wants to feel they are at mental standstill or on auto pilot. With no funds for expensive training courses why not allow your HR teams to cross train on each other's roles. This can relieve boredom for them and offer more flexibility in team coverage for the organisation.
Flexible working
Why not allow your HR professionals the flexibility to work from home occasionally? It's an easy way to let them avoid the hassle and effort of the commute into the office without reducing productivity. You will actually find that, without the distraction of their colleagues, employees and phones ringing off the hook, the majority will be more productive.
Networking
This may sound inappropriate in the current environment but productive internal networking with other colleagues can actually increase productivity by providing a support network, gaining advice and information that's only available on the grapevine - also building relationships for the future. External networking can also be beneficial as other firms will be facing similar challenges and each will have their own solutions strategy. This is a great way to gain market knowledge of how other firms are dealing with similar issues.
Treat them as strategic partners
It shouldn't just be in a bull market that HR is considered as part of the business. Their value lies not only in efficient administration and flawless execution but in their ability to act as an adviser to the business. Empowering your HR team to think commercially and be involved in the long-term strategy of the business will help them to help you. Projects to find more tax-efficient benefits or to negotiate more effectively with vendors and outsourced providers will benefit everyone in the long run.
Jo Geraghty is managing director of executive coaching company Beyond the Ladder
