3 Ways HR Can Drive Lasting Changes In The Workplace

The best thing a company can do today is to scrutinize its working processes

During the last year, Covid-19 has created great challenges for businesses that have kick-started new ways of thinking and working. The shift to remote work prompted some companies to expand digital operations, while others created new safety processes or improved hiring practices. 
 

In 2021, HR professionals and business leaders will continue to have the attention of associates, customers and stakeholders like never before. As we enter the recovery phase of the pandemic, check out three strategies to help make change stick.  

Create a “Deeply Humane” Culture 

Humane workplace cultures help create the empowerment, accountability and belonging associates need to become change agents for the business. Being humane means more than just providing a safe place to work and fair wages. It means listening actively to associates’ needs and evolving programs and policies to meet them. One way to achieve this is by offering training in human rights and mental health, as well as investing in formal opportunities for associates to engage with, and give back, to their community.  

At Bimbo Canada, we are creating a deeply humane culture that values safety, potential, talent and compassion among our associates.  For us, safety is not just about protecting ourselves from something, it’s about protecting ourselves for something: for our families, for our friends and for the things we love to do. Prioritizing safety and well-being – including mental health and belonging - is a key part of that. In 2020, we provided on average 12.7 hours of training per associate on a variety of topics including mental health, leadership, diversity and inclusion and resiliency to our associates. 

Given the opportunities to develop new technical and leadership skills, associates in humane cultures feel valued and have a heightened sense of belonging – whatever their skills or specialty – making it more likely they’ll adapt and drive change and continue to grow and achieve their full potential. 

Be Solutions-Driven and Agile 

Whatever the challenges, HR professionals are often tasked with helping find creative solutions. A solutions-driven approach that draws on a team’s critical thinking, evaluative, analytical and decision-making skills can help. Start small and assess the situation. Drill into many potential outcomes based on all the information available and the resources you have at hand. Stay agile enough to figure out what works in the moment. This approach may not always offer a quick fix, but it does allow for forward-thinking action that can help lay the groundwork for lasting change.  

At Bimbo Canada, a solutions-driven approach was instrumental in developing the Covid-19 crisis and business contingency plans that were communicated in January, 2020, well before the virus was declared a global pandemic. Ultimately, our plans ensured a quick response in March and mandated that associates start working from home before the government instructed it, allowing us to focus all efforts on ensuring the safety of our frontline workers while maintaining our commitment to feed Canadians. Because we took learnings from past crises and applied them to a quickly evolving situation, we were able to act quickly to keep our associates safe. Our approach was instrumental in staying a few steps ahead and meant we were able to minimize the impact of the pandemic on our operations.  

Create a Sense of Workplace Belonging

Diversity, equity and belonging are three of the most important issues facing leaders today. Events in the summer of 2020 prompted many organizations to re-examine their commitments and this was reflected in the associate experience.  

Workplace belonging brings many benefits, including an estimated 56 per cent increase in job performance, 50 per cent reduction in turnover, and 75 per cent fewer associate sick days. Even minor feelings of exclusion have been found to cause an immediate 25 per cent decline in performance on a team project. The risks of inaction have never been clearer. We all have both a humane and business responsibility to make sure every associate feels they belong in our company. 

We are living in a transformative time. Increased stressors on HR professionals that have required a great deal of compassion are not going away any time soon. The best thing a company can do today is to scrutinize its working processes. Figure out what is working, what is needed and what needs mending. If there is an area of your business that is no longer serving a purpose – change it – because the time for change is now – and don’t ever forget about the people!

Author Bio

Lynn Langrock is the Vice President of Human Relations and Corporate Affairs at Bimbo Canada, a division of Grupo Bimbo. Lynn has held a number of progressive positions in General Management and Human Relation functions in a variety of public and private industries and companies including: Maple Leaf Foods, The Economical Insurance Group and the Government of the Northwest Territories. She is a highly-effective and high-energy change agent who leverages strategic and tactical management skills to excel in demanding and dynamic environments while remaining focused on pragmatic sustainable HR solutions. Her current role is that of an HR generalist who understands the business issues and partners with functional leaders to support them as they drive to find the best methods of achieving their business objectives. Lynn volunteers for and sits on the Board of Directors of Ernestine’s Women’s Shelter that provides a safe place for women and children fleeing violence. Visit www.bimbocanada.com  Connect Lynn Langrock