As organizations emerge from pandemic-era upheavals to workplace policies, many are taking the time to reevaluate employees’ needs and priorities in the present. Although HR practices prior to the pandemic focused on providing unique workplace perks, more employees and job prospects are focused on the holistic and daily experience of working for a particular organization, including the degree to which the organization supports mental health, work-life balance, stable employment, and clear opportunities for job advancement.
Our related article offers concrete advice to public-sector organizations seeking to improve their recruitment and hiring practices. In this article, we’ll explore the top trends in public service HR management, offering actionable recommendations to retain your existing employees and improve employee satisfaction and engagement.
Adjusting Policies to Support Total Employee Experience
A recent article in the Human Resources Management Journal confirms that the gap between private-sector and public-sector HR management practices is narrowing. This is due, in part, to the pressure on public-sector organizations to remain attractive and viable in an increasingly competitive job market, where turnover is a recurring issue.
One of the most noticeable trends in private sector HR management, which is now shifting to the public sector, is the increased emphasis on adopting workplace policies that support an employees’ total well-being: their physical, social, mental, and financial health. More public sector organizations are recognizing that policy-based adjustments like flexible scheduling, remote work arrangements, or hybrid-at-will work opportunities (as just some examples) impact daily experience for their employees far more than a gym membership, underutilized on-site perk, or even a pay raise.
With employers’ goals in mind, data from the The Global Human Capital Trends report indicates that employers who invest in supporting “the whole life experience” of employees experience a 21% increase in the number of high performers within their organization.
Habituating Support and Interest in Employee Satisfaction
More public sector organizations are taking cues from the private sector by “codifying” the practice of praising and supporting employee excellence, including the accomplishments of new employees who are just getting acquainted with the workplace culture. In cases where high performance can be rewarded with incentives, organizations should emphasize providing the incentives that their employees actually prefer and value. This can be gauged through the use of surveys or through the implementation of “stay interviews” or early employment interviews, where employees’ are empowered to provide feedback not only about the incentives that motivate high performance, but also their general experience within the organization.
Whenever possible, organizations should also create opportunities for employees to receive performance coaching as well as regular feedback from managers or supervisors. This fosters good communication, transparency, and opportunities to improve collaboration, role-specific skill sets, and can also support growth towards job advancement, which we’ll discuss next.
Providing Pathways to Training, Reskilling, and Job Advancement/Security
Despite disruptions to employee development programs that were gaining traction prior to the pandemic, many public sector organizations are revitalizing their strategies to support the reskilling and training of existing employees. This approach provides greater job security to existing employees while helping organizations function more efficiently – benefitting from a workforce that possesses the skills they most need to grow and thrive. Similarly, in appeals to new employees and job prospects, public-sector organizations are showcasing “day one” opportunities for training and job advancement through programs that support personal and professional growth.
Leveraging Software Tools and Historical Data
With increasingly sophisticated HCM and HR software tools available to support human resources management, many public-sector organizations are partnering with HR Solutions providers like Cello HR to streamline operations and gain valuable insights through access to company-wide historical data. As just one example, timekeeping software can help organizations evaluate all of the factors that led to a successful (or unsuccessful) project, initiative, or department performance. Leveraging historical data that is only available through streamlined HCM software, organizations can improve productivity, engagement, costs management, and employee performance. The use of these tools and systems also presents opportunities to identify and reward high-performing employees who consistently add value to the organization.
Optimize Human Resources Management with Cello HR
As public-sector organizations adopt HR strategies that prioritize employee experience and well-being, they increase their viability and appeal in a competitive hiring market. Cello HR can optimize your recruitment, hiring, and retention processes to help you find and keep top talent for your public sector organization. Along the way, we provide the HCM software, HR expertise, and training tools necessary to help your organization reduce costs, save time, and establish an attractive workplace culture. Contact us today to start our collaboration.