My new year’s wishlist – what’s yours?

The things I’d like to see in 2016, would you? 

Dee Jas shares his new years wishlist for HR and Professional Development for myHRcareers, HR community.

  • Create and/or work somewhere where people can truly be themselves – And not just on a Friday! The power of authenticity at work cannot be underestimated, and imagine a workplace where everyone can ‘kick their shoes off’ metaphorically, relax and de-clutter their minds to focus on the task at hand, enhance their performance and simply be happier.
  • Find a 100% fool-proof HR system that never makes an error. Ever! Self-service just happens, rich data and insight is easy to extract and pay review becomes a dream, not a nightmare.
  • Talking about pay, Payroll and HR to become best buddies; I’ve seen how the failure of this relationship can really cause the employee’s experience to suffer (not to mention the employer brand). There is work to be done so that these functions work effectively together to get one of the basic components of workplace motivation right, first time and every time.
  •  Instead of performance ratings, organisations talk honestly to their people. I get that honesty can be hard, but why so hard? As individuals, we go through a myriad of life experiences that are tough, test our mettle and force us to make difficult decisions. I find it amazing that this amazing life experience is checked at the door once we step into the workplace, because those experiences often require us to be honest with ourselves and each other. Cutting through organisational politics and taking the time to have a ‘real’ conversation, that digs a little deeper and explores core values and beliefs would have a transformative impact on conversations at work. I speak from experience – the best, truly change inspiring and radical conversations I have had have al come from a place of unflinching (but respectful) honesty.
  •  HR not having to play ‘bad cop’ 99% of the time – we have feelings too y’know. I did an assignment recently where HR was treated like a service function, there to be the mouthpiece of the organisation’s difficult messages. I would love for there to be a recognition (that seems to be lost) that HR folk are people too. We’re human, we have emotions and find some of the tough stuff just as challenging. We play a role as a profession to challenge that; the best HR professionals I have worked with were not afraid to be vulnerable and demonstrate empathy. I’ve also seen the ‘stiff upper lip’ style of HR in action and it can be alienating.
  • For people to just get on with the job they are employed to do – imagine that! This isn’t about boxing people, but I am thinking about the cumulative effect of the time, energy and conversations spent on people not doing what we expect of them. I’m just thinking about all that freed up time, and what it could be used to do instead!
  • Daily yoga based stretches at your desk at 4pm – this actually happened somewhere where I worked, it left me feeling amazing and energised. I think everyone should have some of that!
  • Cut the HR bullsh*t when we talk to people – this links to being human, but our profession is complex, often involves the law and doesn’t always have one correct answer. I’ve seen great brands talk to their customers in a way that engages them and makes you feel as though you’re speaking with someone you can trust, is credible but also familiar. This also speaks to the relationships we want people to have with work which goes beyond the HR function – but we can be a role model here.
  • Be really honest with ourselves as a profession so that we continue to evolve, grow and develop. The CIPD has done some great work in refreshing the standards across our profession – but like any theory, it needs to be put in practice. One of the most interesting functions I saw was at Coca Cola where they have a continuous improvement function within HR; a magical place from where you get actionable insight to refine what’s delivered to the business and integrated into the workplace. However, we also need to be honest with ourselves about how we operate and the behaviours we want to see when we are doing what we do well.
  • For HR and Marketing to merge into one function called Experience (a blog on this soon!) – it’s scary how they are closely related they are; I would say non identical twins.
  •  Get uncomfortable and dig into the psychology of human behaviour – specifically looking at trust as a concept, understand the traits of sociopathy and psychopathy to unearth toxicity that may exist in the workplace, find ways to help people be resilient and perform better in ambiguous changing words by developing their processing ability and using intuition
  • Break rules more regularly – there is something to be said for holocracy, no annual leave policies and general merriment! Find the non-negotiable rules and respect them, but have a play with the others. Find out the rules that really annoy your business and tamper with them, break them apart and innovate.

That’s my new year’s wish list – what’s yours?

Dee Jas. myHRcareers agony aunt. speaker. and blogger. HR. London.About the author: 

Dee Jas has been a friend of myHRcareers since the start. As both a speaker & blogger, Dee regularly supports our community by sharing insights from his impressive career in strategic HR roles at some of the UK’s best loved brands. He also helped launch myHRproblem;  helping myHRcareers members over come their HR Challenges with practical & heart felt advice.

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