Organizational Wellness

Five Words that Scare Human Resources — And How to Fix Each Issue

Last Updated Nov 8, 2024

Time to read: 7 minutes

What’s your biggest fear? Maybe overall it’s bears or flying, but at work, your worries are more likely to be about “change” and “turnover.”

Those words can strike fear into the hearts of even the most competent HR experts And for good reason — turnover can cost up to two times an employee’s salary, hitting your bottom line and disrupting team dynamics.

But these challenges don’t have to be overwhelming. With proactive strategies and a focus on employee wellbeing, you can address these concerns head-on and build a stronger, more resilient organization.

Discover five of the scariest terms you might encounter in HR — and how you can rise to the occasion and mitigate these challenges!

Word 1: Turnover

Turnover is a challenge that nearly every organization faces. In June 2024, over three million people voluntarily left their jobs. Even if just one of those employees was yours, you’re likely feeling the impact. Losing talent doesn’t just hit your bottom line — it also disrupts your team’s knowledge and culture.

To help you reduce employee turnover, consider implementing these three strategies:

Wellness initiatives. Wellbeing solutions can reduce turnover and improve retention — an impressive 98% of HR leaders say their wellbeing program reduces turnover. When people feel cared for at work, they want to stay. Simple initiatives like daily step challenges or meditation breaks can make a big difference.
Stay interviews. These conversations allow you to talk with employees about what changes or improvements the company could make to help them stay. Doing this can show appreciation for an employee’s loyalty and openness to change. Consider asking five or so questions about someone’s experience to structure these interviews but try to spend about 80% of the time listening.
Professional development. One of the top reasons employees quit is from a lack of growth opportunities. On the other hand, companies with professional development see 34% higher retention rates. Consider providing regular opportunities to learn new skills — or setting up formal mentorship programs.

Word 2: Conflict

Conflict can slash your productivity and increase absenteeism. Unfortunately, this is a challenge many HR professionals face, with 85% of workers saying they’ve experienced some kind of workplace disagreement. As an HR professional, part of your job is managing workplace disputes and disagreements. While it can seem overwhelming to handle these issues, these tips can help you:

Focus on effective communication. Workplace conflict is often the result of poor communication. In HR, you could counter this root issue by holding training about how to respectfully disagree and reading body language. Or you could hold workshops where you practice effective conflict resolution to help your team learn new skills.
Create a culture of understanding. When your employees actively work to accept each other, that can prevent conflicts. To create this type of culture, consider educating individuals on how to listen well and then modeling it among the leadership team.
Craft a code of conduct. An official policy in your employee handbook can provide you with support should a conflict arise. This is where you can outline what type of behavior is acceptable and how conflicts will be handled officially.
Don’t wait until something is serious. In the case of serious behavior like harassment or bullying, consider intervening immediately.

Word 3: Compliance

Compliance involves following legal and regulatory policies. This term can sometimes scare HR pros because the consequences of failing to comply can be serious. While this can be the case, your team can prepare to manage all of the necessary regulations with these suggestions:

Stay updated on changes. When something changes, your company is responsible for knowing that. One of the best ways to handle this challenge is to check in regularly with any important laws or regulatory bodies. This will allow you to know if something is updated, so you’re prepared to adapt. One great way to stay up-to-date regularly is to visit the U.S. Department Of Labor's website, or to sign up for HR newsletters.
Conduct regular compliance audits. HR audits — a process to formally review your department’s processes and procedures — will help you determine where you’re not up to compliance standards. Conducting them often helps you find any potential problems and eliminate them quickly.
Foster an ethical culture. Generally, you’ll have only a few compliance challenges when your company culture is highly ethical. Modeling and training your team members on ethical good practices can help prevent problems before they occur.

Word 4: Change

Most people are afraid of change. It’s so common, in fact, over 30% of Americans list it as a top fear. Change can be additionally scary when you’re in HR because you’re often the one in charge of helping guide others through major shifts. Many workers can struggle with organizational overhauls or restructures, but you can help them learn to embrace it with these tips:

Transparent communication. Often, change only becomes a problem when your employees are confused or uninformed. Your team can help avoid this by being open and answering their questions. In addition to reducing fear, this also shows a higher level of trust, which your people will appreciate.
Address employee concerns. When a big change is coming, many individuals will have worries about the future. This is a great time to support your workers by addressing any of their concerns. You could do this by holding an open discussion in a meeting or offering an open-door policy. When someone does reach out, try to listen closely and empathize with them.
Provide resources for adjustment. You might consider providing employees with access to therapy and other mental health support to support them during changing times. You might also provide documentation that helps them keep track of everything that’s changing.

Word 5: Technology

It seems like every few years, there’s a major tech development that changes the way you work. AI certainly springs to mind right now! Adapting can be difficult when you’re used to certain processes. Still, technology changes can help improve your company. Here are three benefits of jumping on board with these updates:

Improves HR processes. HR technology can speed up processes and simplify scheduling. To ease your way into changes, try automating one process at a time. This can help you get a boost in efficiency and make the transition easier.
Boosts employee engagement. Software can help you recognize your workers more often and improve communication. Try adding one type of tool to your rotation and see how it improves your engagement. All of that boosts engagement.
Make data-driven decisions. Data analytics can help you reduce the time it takes to fill a position and predict the success of your new hires. Consider implementing hiring software the next time you’re looking to fill a role.

Tackle Pressing HR Issues With Wellness

Many HR issues have a single, elegant solution: Wellness programs.

These initiatives do more than improve health — they tackle the biggest challenges in your workplace. By fostering a culture of care, these initiatives reduce turnover, ease conflicts by promoting reducing stress, and can promote emotional wellness required to surf the waves of change.

It’s a holistic approach that strengthens your team from all angles. Speak with a Wellhub Wellbeing Specialist to see how tailored wellness solutions can help transform your workplace!