How to build a ‘dynamic’ HR strategy

4 Minutes

Your HR strategy is the backbone of your workplace; it has a direct effect on your employees’ day-to-day performance.

It’s important to adapt your policies and practices as time goes on, taking into account social changes, and shifting expectations within your workforce. Here’s how you can use real-time employee insights to build a dynamic HR strategy.

What is a ‘dynamic’ HR strategy?

A dynamic HR strategy is one that adapts to the shifting wants, needs, and expectations of your workforce. This involves regular review of key policies and practices – such as your employee benefits package, leadership strategy, and workplace culture.

This ensures your business remains ahead of the curve with any emerging trends within the job market, and issues across wider society.

Why is having a ‘dynamic’ HR strategy so important?

Making your HR strategy dynamic ensures you’re always ready to respond to changes in your employees’ wants, needs, and expectations. This allows you to target the root cause of any engagement issues – boosting day-to-day engagement and long-term staff retention.

If your HR strategy remains ‘static’, you’ll likely see higher staff turnover, lower job satisfaction, and decreased performance within your team. It’s therefore crucial to build a HR strategy that adapts to the changing expectations of your employees.

Tips for building a ‘dynamic’ HR strategy

Building a dynamic HR strategy means collating and reviewing insights from your workforce, and making data-backed changes to your leadership practices. Here’s how you can make your HR strategy more dynamic…

Identify your brand’s most coveted values

Identify the ‘USP’ of your employer brand; why do your colleagues choose you over any other employer? This will highlight your company’s Employee Value Proposition (EVP) – the incentives and benefits offered to your colleagues in return for their hard work.

Survey your employees to identify which benefits and incentives matter most/least to them. This will show you which parts of your HR strategy most resonate with your workforce, and which areas require improvement.

Obtain regular workforce insights through employee surveys

Data is your strongest asset for building a dynamic HR strategy. Be sure to collect insights from your workforce at every opportunity – including through employee surveys, 1:1 reviews, and ‘exit interviews’.

This will help you to identify any common engagement issues within your workforce, and any HR practices that require improvement. For example, if departing employees are giving similar reasons for leaving your business, you’ll know where to focus your efforts to increase staff retention.

Workforce data is also a great tool for promoting diversity & inclusion. Review data from specific groups within your workforce – this will help you to align your HR strategy with their unique values and expectations.

Use employee & candidate feedback to your advantage

Making your HR strategy ‘dynamic’ means responding to feedback from your employees/candidates. This is crucial for keeping your leadership strategy in line with their expectations – supporting engagement and retention.

Gain employees’ feedback before making any major changes to your HR strategy. Show them that their opinion matters, and can have a real impact on the way your company operates.

This allows you to target the very root of engagement/retention issues, rather than wasting time with ‘trial and error’ strategy changes.