After nearly two years of changes that arrived with the pandemic, along with political and social unrest, HR leaders continue to work against all odds to support employee well-being. As organizations come out of disruptions, a number of questions have emerged. What’s the best way to balance building a better workforce and also personalizing well-being for employees as they return to work? What can be done about engagement and retention? What can we do to avoid losing momentum on important DEI initiatives?
Recently, the meQuilibrium team joined Evanta, a peer network of CHROs, in Chicago, Boston, and New York for a summit series that tackled the practical answers to these questions and more. Together, HR leaders workshopped solutions for today’s complex business challenges and critical priorities. The summit was an opportunity to join in interactive, peer-driven discussions on pervasive issues and share ideas on how to solve leadership challenges in a high-level peer-to-peer environment. The opportunity to meet offline and collaborate in person really hit home with professionals that have been managing the pandemic crises on a professional and personal level since it began.
3 TAKEAWAYS FROM EVANTA SUMMITS
HR issues are specific to geography. The readiness of HR professionals to get back to what they really specialize in—people strategy—was popular across multiple industries. Many CHROs across the three sessions reported welcome progress triaging, responding to needs, understanding OSHA requirements and the ability to begin developing strategies. Others, including manufacturers in the South, were still in the weeds of recovery from the pandemic and struggling to get COVID vaccine mandates in place, according to Christy Doneff, Regional VP of Sales at meQuilibrium.
Christy recalls that CHRO concerns were fairly regionalized as they stormed and normed amongst their peers about how to get back to a state of normalcy.
Put the human back into HR. At companies that are moving forward, social responsibility is about your own people, not just the supply chain. CHROs discussed environmental social governance (ESGs) and the concept that social responsibilities should explore how burnout can be minimized. Understanding the needs of a new workforce means we don’t just look at people strategies as being isolated to the person who clocks in from nine to five. Bolstering resilience by providing a space where burnout, stress, and anxiety is minimized can ensure momentum isn’t lost on important initiatives such as DEI and turnover.
Collaborate with your HR peers. The summit was a reminder that no one HR leader has it all figured out. To solve today’s biggest workforce problems, relating in person is essential. Leaders need space to be human, reflect, and collaborate offline. That’s how emerging areas of interest can come to the forefront.
At meQuilibrium, we’ve learned that strong resilient practices in business shouldn’t just focus on the bottom line. Our tried and true resilience solution is an entire system that incorporates readiness, risk detection, cultural commitment, and data and analytics to improve sustainable performance. Our people strategy combines science and emotional intelligence.
If you’re ready to think strategically about how to prepare your workforce for geography-specific challenges, reach out to a meQuilibrium specialist today.