So what would HR like for Christmas?

With just two weeks to go - what is the HR team hoping for this year?

Given a moment to think about it, there's one thing most people would not like in their stocking this year - any more uncertainty.  Uncertainty, whatever it's source, is one of the top causes of anxiety, and anxiety is not just uncomfortable but also very demotivating.

There's a lot of it about

One in four key staff are thought too be at risk of leaving. Over half of companies are about to have a re-structure, or are still getting over the last one. Or both, in the case of the NHS. There’s a skills problem because the baby boomers have had enough and the millennials don't have their skills. Oh, and there's a lesser-spotted Brexit stalking the economy.

Throw me a lifebelt, someone?

There's a real need to hang on to some staff, and that is a big opportunity, given the right lifebelt. Fortunately there is one available, you can deploy it in time for a calmer 2017, and it is a real opportunity for HR to shine by changing the way staff see their work. HR is beautifully placed to do this - in fact it is often the only unit that can.

Will management see the value in that?

This is an issue - many senior managers don't really see the value in HR data, so they may not want to back the initiative, or see the opportunities it contains. This is probably behind the historic reluctance of the C-suite to 'get' the point of Employee Engagement. But if they don't get the data there is no choice but to give them the kind of data they do get, which means tying whatever you do to the 'real' KPIs like productivity, churn and sickness.

The annual review is dying

Here's another sign of a big opportunity in 2017 - the annual review is on its way, elbowed out by continuous conversations and real-time feedback. But what are they, and how do we have them? We can show you a good way to make that change, using a simple but powerful survey system that acquires data on workgroup problems and generates practical action plans, as often as you need.

Is this the right time to change?

There is never a perfect time. I wouldn't wait for artificial intelligence to breeze in and cure everything - heard that too many times before, and anyway it is already running late. WeThrive is quicker, cheaper and more powerful than a traditional engagement survey, is available now, and does so much more.

Cut to the chase

Wellbeing, happiness, sickness, retention, productivity and satisfaction are intimately connected - in fact they are all aspects of the same thing. Find out what is working well about someone's work, and what is not, and you have in your hands the key to all of them. There are any number of ways to do this, but WeThrive is easier and cheaper than doing it yourself, and it gives you comprehensive data and action plans to guide you and your staff into a future where work works better.

And the KPIs?

That depends on what is important to the business, but let's start at the beginning - if you know what is problematic for an individual or a group you can intervene with training, mentoring, resources or whatever else is needed. Then frustration will decrease and less time will be lost, so productivity will improve. Staff will take fewer days sick, and be more likely to stay with you. These are the kind of indicators the business wants to see - and if anyone wants to see the engagement score it will also improve.

Try it?

Why not. Start 2017 on the right foot with an initiative to make staff happier - it costs nothing to find out what it will tell you. Try it on us and let us know how 2017 goes...