7- Eleven

Jessica Dolphin

HR strategy is a topic we can all learn from, regardless of our industry, position, or service length.

Throughout my experience in HR support and HR strategy, I have learned to focus my efforts on continuous growth, mentoring, and supporting our employees. HR professionals often get bogged down in the trenches while dealing with multiple employee issues and mitigating risk, thus forgetting the importance of self-awareness and leading with genuine kindness. A stronger HR strategy will begin to take shape if you shift your mindset to include kindness, respect, empathy, and a people-first approach.

Imagine a time in your career when a strained relationship with your boss or manager created a toxic environment so debilitating that you questioned if your deteriorating mental health was worth the paycheque. When you reflect on a negative workplace experience, ask yourself the following questions:  Why did I want to leave that company? What did I learn from my supervisor's style of leadership? What impact did the unhealthy environment have on my daily life? 

By reflecting on experiences and moments that drove you to make critical changes will continue to drive change and bring greater awareness to others! Remember, we work to live; we do not live to work.

It is important to focus on the core of the HR business model: human relationships. When we focus on supporting our team members by providing them with tools, mentoring, and cross-functional training opportunities, we allow them to excel in their current roles, and grow their careers, inevitably creating happier employees!

"We work to live; we do not live to work"

Can companies offer alternative and flexible working opportunities to support a better work-life balance? The answer to this question became apparent during the COVID-19 pandemic. An employee's best work may not always require them to be in the office from Monday to Friday, 9 am to 5 pm. With some adjustments, we can accommodate alternative working environments, thus allowing our people to focus more on self-care and self-management while continuing to contribute to the larger corporate goals.

If we support, coach, and guide our current team leaders with kindness and respect, we will see lower turnover rates and increased team member focus and engagement. We will also see a more positive working culture and environment. By implementing open and honest opportunities for communication amongst our teams, we create a safe space for individuals to come to work and be their best selves, allowing us to cultivate greater satisfaction among our people.   

While the above-mentioned will create a greater sense of engagement, remember to incorporate your hiring strategy. First, review your job description and ask yourself if you understand the role and if the expectations are realistic. What does the workload look like? Are the qualifications a match for the job? Does the role add value and support the business objective? Keep in mind that skills can be obtained through training and mentorship, but the aspiration to be a leading contributor is an exceptional trait that is hard to find.

To craft an HR strategy that continues to excel for many years, we must return to the basics of being humans while promoting the forgotten values of leading with compassion, empathy, and kindness. While remaining positive and focusing on a people-first approach will not "fix" everything, it is a great place to start!