Fountain Electric & Services LLC

Evolving Role of HR amid Changing Workforce Expectations and Organizational Needs

Things are speeding up. We are expected to learn faster and do more with less. By the time we are fully staffed, we are behind already. We have had to adapt to new and advancing technologies.  

Systems and repeatable processes are valuable keys to managing the escalated demands of the organization. Ironically, there is still a massive need for flexibility and adaptability when addressing the individuals who make up the workforce.

We have changed from a mentality of adding compatible employees to finding ways to be a compatible career path provider. It’s a race to automate and streamline while still giving the employee the individual employment experience.  

Technology that Improves Processes and Employee Experiences

Technology has made quite a few changes.

One of the biggest changes in the industry, and possibly the most visible change in HR over the last decade, is the breakdown of the communication barrier and the addition of self-service autonomy with HRIS software. Technology has given HR departments the tools necessary to streamline consistent communication and management of large teams. Coupled with AI platforms, we are in uncharted territory.  

The aggregation of information is much easier for us to publish and analyze. This has created greater needs for companies to operate in more transparent ways, allowing for the employee experience to be more of a priority.

Balance Operational Priorities with Employee Engagement and Retention

Operational priorities need to be more than just communicated, but also justified for transparency. It’s easy to retain and engage with employees when they believe in the mission.

One key role that we play in HR is aligning those efforts with the company culture.  This can be a challenge in the construction industry, where the “us vs them” mentality still exists between the field and the office.

“We have changed from a mentality of adding compatible employees to finding ways to be a compatible career path provider.”

My approach is to offer as much transparency as we can. It is okay to promote the financial goals of the organization while helping the employees understand that we all rise with the tide. The key is communicating the expectations in a way that aligns with the company’s culture. The two things cannot oppose each other without creating a morale issue. The goal is to help the employees feel engaged in the big picture. Once they realize they are a contributing  part of the team, they will feel the fulfillment that cultivates passion in their work.

Valuable Lessons in HR Management

There is often a polarized perspective on Human Resources. In some cases, they are seen as policing the employees to bend to the will of the organization. In some cases, they are seen as an employee advocacy group that is detached from the organization’s goals in the industry.

What I have learned is that all members of the workforce wake up every day and truly want to be productive and successful in their occupation. Unfortunately, life happens, and we are all navigating roadblocks. The key is to communicate the expectations and reinforce the positive nature of a healthy culture, all while being an advocate for the team members to achieve successful outcomes.

Treating every employee as an individual who experiences their work life as a one-to-one relationship is key to this. HR teams don’t need to setup a system that tries to paint this over with a broad brush, as this is a process of meticulous communication strategies and most of all making yourself available. Employees will tell you everything you need to know when they are comfortable in their environment.

I would sum this up by saying that employees want to be all-stars. They want to be recognized as doing good work. They simply need to understand the path to success.  

Becoming Effective and Trusted HR Leaders

It is important for HR professionals to be selective about what they want to do. HR can vary from back office to very upfront and socially oriented. It is key to understand that in HR, you are marketing the company to the most important customer—the employee.

I meet HR people all the time who prefer a more back-office role. That is fine, but it has its limits. To truly be a business partner, you need to love the interaction with the team and you have to be willing to have difficult conversations. Most of all, you have to be willing to embody a culture of communication.