Author: Emily Miller, Director of Marketing at Purple Ink
Happy New Year from all of us at Purple Ink! As we embark on 2022, many of us are planning new projects and initiatives for the year ahead. That can be overwhelming, though – there’s a lot to think about!
To get you started, we put together this list of questions you might want to ask yourself as you make your plans.
As you consider whether to work with an HR consultant next year, ask yourself these questions:
Where do you have room for improvement? When we’re in the weeds of our day-to-day HR responsibilities, it’s not always easy to see where the gaps are. An HR assessment can help!
Are you paying your team what they’re worth? One crucial way to attract and retain the best is to make sure you’re offering competitive pay. Compensation benchmarking can help you figure that out.
Do you have the expertise you need? If you have a project on the horizon that’s outside your area of expertise, calling in a consultant can help you get it done faster and with more confidence.
If you’re wondering whether external HR help makes sense for your situation, consider the following questions:
Is your plate overflowing? If you have a project or initiative in mind that you don’t have the bandwidth for, an outsourced consultant can handle it or take over some other tasks to give you more capacity.
Will you have temporary HR vacancies? If HR team members go on parental leave, FMLA, or otherwise becoming unavailable, an outsourced consultant can be onsite to cover their responsibilities.
Are you ready for HR help, but not full-time staff? Outsourcing can give you as much or as little HR help as you need, whether that’s on-call as needed or consistent onsite assistance.
These questions may help you decide whether you’d benefit from recruiting assistance in 2022:
How steep is the competition? For most positions, very. It’s hard out there during “The Great Resignation” – ask for help if you need it!
Are you spending too much to find the right fit? The cost of recruiting, hiring, and onboarding a new employee is estimated to be as high as $240,000. A recruiter can help you find the right fit efficiently.
Are you reaching the right audience? Recruiters have wide networks of job seekers and knowledge of the best places to look for candidates – so you get more options AND someone to narrow down the list.
Ask yourself these questions as you make training plans for 2022:
Can DEI improve your bottom line? Absolutely. Studies show that companies that incorporate diversity, equity, and inclusion training and initiatives outperform others by 25%.
Are your managers empathetic? Studies show that 85% of employees believe their employers undervalue empathy. It doesn’t come naturally to everyone, but we can learn to be more empathetic.
Would training help you retain your team? Employees want to know their company supports their growth. Offering training opportunities can be a great way to improve your retention!
When you’re considering whether to include outplacement in your 2022 plans, ask yourself these questions:
How do your remaining employees feel? When you offer outplacement, they know that departing coworkers are treated with respect and compassion, leading to higher job satisfaction, productivity, and engagement.
Are your unemployment costs too high? Outplaced employees find new positions 60% faster, reducing your unemployment costs. They’re also less likely to sue the company, saving you legal fees.
Do you have a strong employer brand? Companies who offer outplacement have higher Net Promoter Scores and higher ratings on social media.
Think about these questions when determining whether a coach would be helpful for you or a team member in 2022:
Could you use an outside perspective? If you’re stuck trying to solve a problem, a coach can give you an outside perspective and ask you questions you may not have thought about.
Do you want personalized advice? With a coach, you can share your specific challenges and concerns. Your coach can dissect your issues with you and help you come up with ideas and solutions.
Are your managers ready for a growth opportunity? Employees want to know you support their growth and development. A coach gives them one-on-one advice on their specific struggles and growth opportunities.
HR is a big job. If you could use help in any of these areas in the coming year, don’t hesitate to reach out to Purple Ink. We’d be happy to discuss how we might be able to assist you!
See Original Source on Purple Ink’s blog, here.