In a world where companies are evolving rapidly, effective Human Resources management has never been more important. The well-being of employees has a direct impact on their performance, and a fulfilled employee is a high-performing employee.
However, HR is often overwhelmed by strategic and operational tasks, and struggles to refocus on what's essential: the human element. So why not take advantage of this wave of change to reassess our priorities and refocus our efforts on fundamental human needs?
Human Resources managers have their hands full these days! Between strategic and operational management, recruitment, updating contracts, and other social legislation, managing trade unions... This wonderful job is constantly changing and becoming more complex. HR managers, like in-house coaches, are on the front line when it comes to managing complex human relationships.
HR is often in a delicate position, having to strike a balance between employee well-being, performance and attractiveness, all in the service of their company. And yet HR is in the best position to know that employee well-being is bound to have a positive impact on their performance. But what about fulfilled and committed HR?
A VUCA world and a new generation
Managing people, understanding them and responding to their needs is no easy task. One thing is certain: we are evolving in a VUCA world (Vulnerability, Uncertainty, Complexity, Ambiguity); AI is changing the way we operate, and new standards (ESG) are being imposed on companies. As for the new generation, they are looking for meaning and flexibility, and have clearly understood that they are not a resource to be made available, but a human being to be valued. It is no longer the candidate who has to sell himself, but the company that has to become as attractive as possible by highlighting its values, its culture and the way it treats its employees. So why not take advantage of this wave of change to refocus on people, who we are, what our needs and aspirations are?
Extrinsic vs. intrinsic needs
The hierarchy of needs created by Abraham Maslow in 1940 has never been more relevant. As Dan Pink also mentions in his book ‘The Surprising Truth About What Motivates Us’, the levers of intrinsic motivation (autonomy, control and meaning) are far more powerful than extrinsic motivation such as money and benefits in kind, which only guarantee a certain amount of security. To encourage commitment, we need to nurture intrinsic needs by promoting leadership and developing a corporate culture based on openness, inclusion, values and feedback. Of course, putting all this in place requires time, skills and the support of management committees.
HR needs to be supported
According to a survey carried out by Robert Walters in France, 56% of HR managers have expressed a desire to change jobs in the next twelve months. HR is there to serve employees and companies, but is it there to serve itself? What is the essence of their work? Are HR people sufficiently valued, supported, listened to and trained to put themselves at the service of others and the company?
PopCorn Coaching, coaching for HR and managers
Coaching is an effective method for refocusing on people, developing corporate culture, strengthening commitment, fostering team spirit and preventing burn-out. There are many training courses available on the market, but personalised HR coaching is still too uncommon. Using coaching in HR management can help employees to develop, take responsibility and create a corporate culture focused on human development within the company. As an HR manager, adopting a coaching attitude means you can better serve the people and the company.
Discover our podcasts on managing well-being in the workplace. Practical advice and effective strategies for creating a healthy and motivating working environment. Listen now and take inspiration to improve the well-being of your teams!
Laura Michel, visit the website