Top 5 new year's resolutions for an HR generalist

Top 5 New Year’s Resolutions for the HR Generalist

The year 2022 has arrived at our door whether we are ready or not. Traditionally, at the culmination of the year, rumination over the year’s positive and negative experiences flood the mind while music like Auld Lang Syne resonates with the validity of its translation: “Days Gone By”.  Truly, those days have gone by quickly, yet at times, days are seemingly endless. Let us turn our energy to starting a new year with renewed focus and optimism.

As we reflect on days gone by and the challenge of starting a second year of business operations in a pandemic, it helps to focus on the core of a business’s success. And while customers are a driving force for profit and growth, the ultimate force that helps sustain and grow our organizations–the core of our success–is our employees.

Each day, statistics and articles are published focusing on “The Great Resignation”. No one can deny that people are leaving the workforce in record numbers for myriad reasons.  Executive leadership within organizations must be cognizant of the daily struggles of their employees at all levels. Eliminating the disconnect between managers and support staff is crucial to ensuring a productive and positive working environment.

HR Generalists – keep your superhero cape fastened.  Here are five goals for 2022 that will help keep the light bright within your organization.

  1. Reevaluate your current talent – Look internally at your talent. Are there current employees who would be ideal for your vacant roles?  Do you have a succession plan in line if your key talent and leadership leaves? Current employees are knowledgeable of the company culture and already meet a basic learning curve.
  2. Retrain and refocus – As technology evolves, are your employees staying up-to-speed? Do certain departments or employees need specific training offsite, or can outside trainers meet your needs onsite?  Many educational institutions offer group training designed after a thorough needs analysis which can be delivered onsite or virtually.
  3. Enhance the employee experience – Make physical and mental health for yourself and others a priority. Does the organization offer, and encourage, the use of physical and mental wellness plans? Many gyms have closed or are on modified schedules due to COVID. Some individuals do not feel comfortable going into public exercise facilities. Any option to provide paid time to work out for 30 minutes during the day at the company or at home?
  4. Lead by example – HR is the go-to for the majority of items. Often, HR receives complaints and concerns but not always positive feedback on the successes of others or wins across departments. Seek ways to generate positive feedback from employees and departments to improve struggling morale.
  5. Flexibility, flexibility, flexibility – HR has been stretched to the point of snapping, but HR is also flexible enough to bounce back after being pulled multiple ways at multiple times. Our working world will not be able to party like it is 2019 anytime soon. Having contingency plans for staffing, support and incentives for employees to pick up additional tasks and shifts will help ease the roller coaster of departures and quarantines. Find ways to bridge the gap between onsite and remote employees. Weekly or biweekly sessions offered via video conferencing software might help.

Human Resources professionals are human like each of us. HR Departments of one or many need support too. The last two years have proved that we must work together to succeed.


To start 2022 more efficiently and streamline your employment processes, contact ExactHire to learn more about our Applicant Tracking Software (ATS), employee onboarding and employee assessment solutions to help increase your organization’s productivity.


Photo by Tony Hand on Unsplash

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