How To Develop Sustainable HR Practices For 2024

Sustainable HR practices must address organizational alignment, engagement, and well-being

The near-constant pace of change in today’s business world makes it extremely difficult to develop sustainable practices. Nevertheless, HR teams must take up the challenge.

By developing and implementing practices that anticipate and accommodate future needs, HR teams help their organizations reduce costs, increase productivity, and achieve the agility necessary for long-term success. Practices that are short-sighted put organizations at a competitive disadvantage.
 

With that in mind, the following factors should be considered when developing sustainable HR practices for 2024.

Organizational Alignment Drives Sustainability

The organization’s broader strategic initiatives will form the foundation of sustainable practices. Consequently, HR teams must ensure they have a solid understanding of key strategic objectives for 2024.

As you begin to build on those objectives, keep key stakeholders in the loop. Fostering collaboration between HR and other departments will drive increased clarity and alignment, Effective communication ensures all stakeholders are aware of HR initiatives and essential input is obtained.

Identifying the talent and skills required to achieve organizational goals is one of the key roles HR plays. If the overall strategy calls for expanding certain departments, for instance, an organization’s HR team should prepare to create a talent pipeline that meets the demand. If the company is entering a season of succession planning, HR can support it by identifying high-potential employees and preparing them to meet the need.

Sustainable HR strategies should also seek to align employees’ individual goals with overall organizational goals. To accomplish this, those strategies must empower managers to provide continuous feedback and coaching that encourages alignment.

Employee Well-Being Drives Sustainability

There is a strong connection between well-being and resilience in the workplace. As well-being reduces stress, boosts positivity, and enhances focus, it creates a workforce capable of adapting to the changing needs of the business world, thus increasing sustainability.

An effective HR strategy will include components that prioritize well-being. Initiatives designed to support employees’ physical, mental, and emotional health ensure the present workforce is capable of performing to the best of their abilities. They also attract the talent needed to support future initiatives. A recent survey by the American Psychological Association reveals that 92 percent of workers say it is very or somewhat important for them to work for an organization that values their emotional and psychological well-being.

Addressing Emerging Trends Drives Sustainability

In addition to supporting overall goals and employee resilience, HR strategies also must pay attention to emerging workplace trends. For example, employee engagement has been identified as a key challenge organizations will face in 2024. Employee engagement has been on the decline this year, with less than 1 in 3 employees saying they are engaged on the job.

There are a number of elements that can be included in HR strategies to boost engagement. A recent survey shows employees at companies that offer career development are 15 percent more engaged than those who don’t. Ensuring pay and benefits packages are competitive is another way to boost engagement.

Diversity, equity, and inclusion (DEI) is another emerging trend HR strategies should address. Initiatives aimed at developing and promoting a culture of DEI play an increasingly important role in attracting and retaining talent. As such, HR strategies should empower recruitment that attracts a diverse talent pool. Training programs can also be implemented to raise awareness of unconscious bias and to promote inclusivity.

The flexible work arrangements that have reshaped the workplace since the COVID-19 pandemic are another trend sustainable strategies must address. Today’s workforce expects organizations to embrace greater flexibility regarding when and where employees work. HR teams can help organizations develop viable flexibility strategies that support engagement while also allowing businesses to accomplish their goals.

Investing in sustainable HR practices pays huge dividends for organizations. The practices inspire employees to meet today’s needs and equip them for what they will face in the future. Sustainable practices also assist organizations in creating a brand that is ethical, responsible, and culturally sensitive, which attracts both talent and customers. Any organization that wants to be prepared to meet the demands of today’s business landscape must prioritize sustainable HR practices.  

Author Bio

Lauren Winans is the Chief Executive Officer and Principal HR Consultant for Next Level Benefits, an HR consulting practice offering clients access to HR professionals for both short-term and long-term projects. Based in Pittsburgh, Pennsylvania, she has 20 years of human resources and employee benefits experience and possesses a deep expertise of HR best practices and what resonates with employees. She founded Next Level Benefits in 2019, offering HR teams access to former corporate HR professionals on-demand when they need them most.