There's certain areas in HR's management style that really need finessing
As Canadians continue to enjoy hybrid working models, new research has uncovered how employees really feel about their remote HR manager. Data from Robert Half found that while three-quarters of Canadian workers said that their managers are doing a good job in a WFH set up, there were persistent areas of concern that continued to arise.
The most common areas of improvement were found to be;
- Communication – 29%
- Promoting work-life balance – 21%
- Giving recognition - 20%
- Encouraging career progression – 18%
- Offering support in difficult situations – 12%
“Despite the curveballs the pandemic has thrown, most workers feel their boss has guided them successfully, even from a distance,” added David King, Canadian senior district president of Robert Half. “That says a lot about the strength, adaptability and commitment of leaders in Canada. Managers can build on the positive connection they’ve developed with employees while working remotely by communicating proactively, soliciting regular feedback and looking for creative ways to foster a culture that supports greater employee engagement and job satisfaction.”
Communication was something of bug bear for both employers and employees throughout the pandemic – with HR leaders having to overcommunicate just to get the basic information across. But it’s not just a pandemic concern – in fact, authentic communication, or lack thereof, has the propensity to derail a company’s culture, leading to increased turnover and poor morale.
How to supercharge your comms culture
A recent report from Lexicon found that 80% of employees believe communication is key to building trust in an organization. In an interview with HRD, Meghan Stettler, director of the O.C Tanner Institute, revealed the best ways to leverage existing technology to improve your culture and your communications.
“Organizations need to ensure that their tools for connection are not only up to date but are integrated into culture in a way that enhances the employee experience,” she told HRD. “For instance, having a recognition program that supports plugins directly tied into email, and other communication channels makes appreciation accessible and personal in the normal flow of work for remote and hybrid employees.
“It ensures that just because people are no longer in the same physical space, that opportunity for genuine connection to teams, leaders and the organization doesn’t get lost.”
