FOTP HR Pulse – Based on Feedback from More Than 250 HR Professionals!

What’s included in the survey:

FOTP HR Pulse Ratings:

  • Workforce changes over the last 12 months
  • Anticipated workforce changes over the next 12 months
  • Employee Turnover
  • Workload for the HR teams

Detailed ratings for each of these Research Areas:

  • Staff Retention
  • ED&I
  • Employee Data & Analytics
  • Importance of Trust
  • Employee Wellbeing
  • Hybrid/Remote Working

Rich insights, based on the open text comments for the following 4 questions:

  • What types of insights, derived from employee data & analytics, would be most beneficial for your business?
  • What initiatives, if any, have you undertaken to build trust between colleagues in your business?
  • What do you think is the biggest challenge for managing teams with remote/hybrid working?
  • How, if at all, do you think the role of people managers across your business has changed in your business over the last 2 years?

8 Key Trends:

  1. Employee turnover remains a major disruptor which goes hand in hand with the ongoing recruitment difficulties.
  2. Flexible working hours and hybrid/remote working options are the two main initiatives that HR teams are currently using to both improve retention and attract new talent.
  3. Building trust in employer-employee relationships is growing in importance.
  4. Team building/socialising are important for unlocking trust and building relationships, yet “in person or virtual socialising after work hours” is the lowest rated attribute, highlighting a mismatch.
  5. Despite the importance and focus on ED&I, there is still a lack of diversity in the leadership pipeline.
  6. Businesses are investing more in employee mental wellbeing, but some don’t necessarily have effective ways of tracking employee wellbeing or measuring the effectiveness of their investment.
  7. For “knowledge-based” employees, the preference for working arrangement is either “mostly at home, with some time in the office” or an “even split of home/office” work.
  8. HR teams and their businesses are having to balance “trust” and “autonomous” ways of working with understanding and tracking performance/productivity and employee wellbeing.

What HR respondents shared about the role of trust in employer/employee relationships

The importance of trust in employer-employee relationships has grown significantly, following the new ways of working during and post-pandemic.

HR teams shared that to build trust, they focus on having an open-door policy, regular 1:1s, organising team building and staff socials and supporting and offering flexible working.

“Making sure we are all in contact and up to date and knowing that if anyone has an issue they have someone they can go to.”

“Team away days and regular meetings and team bonding.”

“No forced return to office, staff forums, regular comms from leadership and town halls, flexible work patterns.”

“Allowing colleagues to work from home and own the way they work.”

“Team building days and activities. Remote social activities. Clear and open communication from leadership.”

Read the Executive Summary

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