Jim Fox, SPHR, SHRM-SCP’s Post

HR Prioritization. There are 76 days left in 2024. What HR priorities will you focus on to deliver the most value to stakeholders? While priorities are less likely to shift this late in the year, reevaluating them can ensure that resources are allocated to the most critical areas. A few actions to take: 𝗛𝗥 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 ↳ Review priorities; make needed adjustments (e.g., goals, timelines). ↳ Assess current resource allocation (time, budget, talent). ↳ Redistribute resources to areas with the most impact on year-end goals. 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀 ↳ Ensure 1:1 and team meetings with direct reports focus on actions and priorities that deliver on the most critical objectives. 𝗔𝗹𝗹 𝗼𝗳 𝗛𝗥 ↳ Push back effectively on tasks, requests, or distractions that don’t align with year-end priorities. I'm also including my one-page template (post image), which can help HR leaders reevaluate priorities. See resource 5 in this issue of my Talent Edge Weekly newsletter https://lnkd.in/dE7MWkFg What else should HR teams do to position themselves to deliver on year-end objectives? If this post was helpful, please reshare it, comment, or tag others. #chro #hr #humanresources

As leaders, we often focus on overcoming resistance to change initiatives. But what if we're overlooking a crucial factor? Organizational psychologist Anna Kraft suggests that resistance often stems from employees feeling stressed and overwhelmed. To lead change effectively, we need to understand and address employee needs at each phase of the change process. Let's break it down: 1️⃣ Exploration (Thinking About a Change) Employees need reassurance: ❓ They may be confused and worried by rumors ❓ Uncertain future is a major concern Leaders can: ✅ Actively address rumors and concerns ✅ Remain available and attentive to employees 2️⃣ Preparation (Planning for Change) 📝 Employees need context: ❓ They worry about personal impact: "How will this affect me?" ❓May swing between emotional extremes like hope and fear Leaders can: ✅ Lead conversations about the potential impact of change ✅ Make room for employee emotions 3️⃣ Implementation (Making the Change) 🛠️ Employees need balance: ❓ May struggle with impatience and frustration ❓ Might focus only on negative consequences Leaders can: ✅ Listen to ongoing questions and concerns ✅ Spread a balanced message about positives and negatives 4️⃣ Evaluation (Assessing the Change) 🔍 Employees need acknowledgment: ❓ Need to understand their role in successful change ❓ This builds confidence in their capacity for future change Leaders can: ✅ Give feedback and convey confidence in employees ✅ Be honest about challenges - this builds trust for future initiatives Reducing resistance to change starts with understanding and addressing employee needs at each phase. It's about creating an environment where change doesn't equal stress. What has been your experience? 🤝 What important needs have you observed at each phase of change? And what strategies have you seen leaders use effectively to address these needs? Share your thoughts in the comments below! 💬 Get 50+ of my best, brain-based resources for FREE & subscribe to my newsletter: https://lnkd.in/gsvzggqJ ____________________________ ♻️ Like and share this post with those leading change #leadershipdevelopment #changemanagement #stressmanagement #organizationalpsychology #neurocoachinggroup

Employees are looking for workplaces embracing advancement opportunities, equity and belonging, and safety. The thing that could help provide that? Talent intelligence. Learn more: https://bit.ly/3MGTUSR