HR Tip: Three priorities to improve HR in 2024

Strengthen the employer-employee relationship

Given the velocity of changes around where, when, and how work is done and concerns about job security, it's not surprising that the friction points around employer/employee relationships have markedly increased. Managers are struggling, many feel performance expectations are unreasonable, the volume and pace of change are detrimental, and their organization doesn't care about their wellbeing. According to Gallup, in 2023, managers were more likely than non-managers to be disengaged, burnt out, and job hunting. This is bad news for organizations as managers serve as crucial connectors for team collaboration and effectiveness - 70 percent of the variance in team engagement is determined solely by the manager.

In 2024, smart employers will work on easing the friction and its impact on everything from engagement to performance, retention to growth. Gartner suggests instead of investing in traditional manager development programs, evolve the job itself: reset expectations, rebuild your manager pipeline, rewire manager habits, and remove process hurdles.

Define the role of AI in the workplace

2023 was the year of generative AI, and according to experts, 2024 will be no different. There's much hype around possibilities and productivity, but also conversations about the need for responsible AI. Yet, many companies are unprepared for it. Organizations and HR leaders need an evaluation framework to assess how it best fits into the workplace and culture by asking key questions about governance, workforce readiness, risks, and ethics.

Have a long-term strategy for hybrid work

Since mid-2022, work location trends have largely stabilized and hybrid work has become the norm for remote-capable workers. To be successful, companies need to create and commit to a strategy around communication, team collaboration, relationship building, performance management, and training managers to be great hybrid coaches.