Agile in HR goes beyond analyzing how agile transformations affect the HR function and emphasizes how the HR team can drive the transformation adoption.

Agility in HR helps people working in HR understand agile, apply agile methods in their own projects, and, most importantly, adjust their core processes to reflect the reality of an agile work environment.

Agile People understand their new role within the agile workspace and also how to:

Adjust individual performance metrics and compensation structures for team based success
Measure commitment and motivation within a team
Build the profile of potential and existing employees, placing emphasis on skills that enable cross-functional teams
Recruit and onboard new employees in a way that promotes agility
Determine which job roles are needed in the new working environment
Develop or hire leadership that operate under a new management model
Enhance learning and development to promote an environment of continuous learning

Additionally, an HR...

Things in life are constantly evolving, and one thing we can be certain of is that reality is constantly altering.

However, it is also important to remember that we have the ability or power to be masters of our own lives.

We can decide which path to choose and where to direct our attention. Our decisions propel us forward and place us in positions where we must embrace responsibility and make decisions for ourselves.

What can we accomplish daily in this ever-changing world?
Remain present
Accept ourselves
Be honest with ourselves about our feelings, fears, desires, and everything else that is going on in our lives, and to make decisions.
 
This is something that we will never lose. We can always choose and follow the path that our lives motivate us to take, regardless of the scenario or place in which we find ourselves.

So, being aware of ourselves, allowing for introspection and reflection, and accepting ourselves in our present reality as-is – are all within our ability. This...

Embrace Inclusive Leadership

The critical shift that leaders must make to adapt to the workplace of 2022 is to become more inclusive in their leadership. At its foundation, inclusive leadership requires leaders to commit to treating all team members fairly. Equity is defined as a feeling of belonging and value shared by all team members. It ensures that individuals may bring their true selves to work. Most importantly, it's about ensuring that individuals have the tools and assistance they need to fulfill their greatest potential. The most challenging aspect of going ahead is having daring and unpleasant discussions with those in your area of influence as a leader. It is time to update managers' conceptions of leadership by providing them with the space and opportunity to consider new ways to be an inclusive ally and champion in the workplace.

Cultivate Better Collaboration for Teams

Managers will need to purposefully design team and unit networks that promote performance,...

The role performed by leaders and HR in 2020&2021 significantly differed from the pre-pandemic world.

The side of HR that had to fundamentally change and act in unexpected ways; not only needs to be appreciated but also reflected upon. From Crisis Management to dealing with changing “people experience”, HR witnessed it all.

Individuals and teams looked up to HR to help them comprehend the commotion, create a sense of security and togetherness and hold the ground with whatever strength they could gather. And once again the question arises: “What now?”

Whereas it is understandable that there is an interest in mapping out the future of Leadership, HR and work, the problem is that there is too much of everything going on at the moment. Be it academics or practitioners, everyone is pondering upon the role of Leadership and the HR profession post pandemic.

Common challenges

To identify what skills are needed by the HR and leadership for now and next, it is...

With everything that has changed in the world especially in the last two years, one question remains the same “what will be the employee experience in coming years and why?” since we are approaching the year 2022 we can redefine our question to “why employee experience will be different in 2022?”

Here’s why!

The divide

The workforce of today has experienced more choices in the pandemic than ever before, thanks to digitisation. But with all the convenience that this digitisation brings, it also shapes the employee experience in a number of ways. For those who can enjoy flexible working options; they have their own set of challenges like struggling with visibility, limitless working hours and lacking the everyday social interaction. On the other hand for those who can enjoy the visibility and social interaction on everyday basis by being on premises; there are concerns for their health and safety and many of them experience a great deal of social anxiety...

To enable an organization where we operate in a more agile way, it is necessary to establish psychological safety in working environment.

What I mean by PS - is creating a safe environment where everybody dares to be them self, express their opinion and try new things, learn.

In a psychologically safe workplace, people can be their true selves, accepting themselves and respecting others. In a team with high psychological safety, teammates feel safe to take risks around their team members. They feel confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.”

One of 4 cornerstone of Modern Agile by Joshua Karievsky is Make safety a prerequisite and that concerns not only physical safety, but mainly psychological safety. Making safety a prerequisite means creating a culture of psychological safety in order to unlock high-performance behavior. The idea is to cultivate an environment where people are...

The ultimate goal of an AGILE transformation is being able to rapidly respond to change while establishing a culture of continuous improvement and innovation.

So, The biggest organizational changes are made when a company’s culture changes.

The culture of a company is like a shadow of an organization, it exists, but you can’t touch it.

Culture is in our heads and is reflected through all the interactions and habits and behaviors that happen every day.

If you want to change a culture, you need to motivate people to change their habits and behaviors.

 If we change our environment in organizations (the way we work, with what processes, tools), we can change our behavior. And in organizations, when behavior changes, mindset - organizational culture also changes and we are actually entering the transformation of the company.

 This is why HR really has a big role in organizational transformations, as it has a role in defining modern and AGILE mindset, processes,...

Performance Development is an important aspect of the employee experience that is being increasingly re-defined now. And when redesigning it – we can take in take into consideration agile principles of working, to create performance development concept in more agile way that can suit employee organizational needs these days.

Agile approach in redefining performance development could look as:

• We are moving to continuous coaching and feedback through regular conversations not only through yearly appraisals and so on.

 We can split these conversations up into several smaller sessions through the year instead of one big one at the end.

• Also we are moving to quarterly or monthly goals settings with regular check ins
• AND continuous reviews & recognitions by peers, managers, team leaders not just our managers
• We still want to increase performance through goal setting and here we can work with OKRS on personal, team and organisational level

These are just some of...

The company is like a garden. There is an overall purpose with the garden. It could be to be to deliver fruits and vegetables for example. Regardless of the purpose, the garden needs to be taken care of to reach it’s purpose:

We need to take care of the plants. Some like to grow in the shadow, some need more sunshine and we need to remove the weeds.

Some like to grow with other plants of diverse kinds, to develop faster and become beautiful together. Some need a lot of space. Some need lot’s of water. Some grow slower than others etc. 

The agile / modern leader is the gardener who takes care of the plants, trying to fulfill the purpose of the garden.

The gardener can create fundamentals for the plants to grow by giving the right conditions for every plant, without forgetting about the whole garden.

We cannot force the little seed to grow, we can only give the right conditions and the right environment. Then we can just hope that it will grow.

And if it...