WEBVTT

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I'm sure you know

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that creating an emotional connection

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is at the very core of the HR skillset.

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Especially with smaller businesses

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where that personal touch is all the more important.

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And HR offers essential support

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on everything from pay to wellbeing.

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You probably also know

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that managing employee welfare

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in an SME can be labour intensive.

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After all, you don't exactly have time and resources on your side.

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And as we all know, if you don't look after your team,

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they might not hang around for long.

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We're all used to businesses

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sending out customer surveys to improve their service.

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Now as HR leaders,

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we should be asking our employees the same kind of questions.

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By listening to how your employees feel,

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you can build a better working environment

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with a more inclusive company culture.

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And of course, cut down on employee turnover.

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You can help this along by automating the

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basic admin tasks that take up so much of your time.

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Or using new tech solutions that

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free up hours in your day that you can spend

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focusing on fostering that essential emotional connection.

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But for HR to be truly transformative,

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it also pays to think bigger

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and look to inspire change.

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as well as keep the day to day operations of HR going.

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On an emotional level,

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this might be to re-think retention entirely.

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As businesses,

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we've gone from a model where people

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work for one company for years

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to accepting that moving on is part of life.

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But what if there's a third way?

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Where HR encourages retraining and redevelopment

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of existing staff,

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so they stay at the company,

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but feel the benefit of newness and change while there.