“Agile” is basically a way of thinking about how organizations need to adapt in a complex, competitive and changing world.
The movement advocates for more flexibility and adaptability, working in short feedback loops, with more independence and transparency, an increase in learning and an easier path to generate more value for the organization.
The Agile Movement for HR
Referencing the Agile HR Manifesto, there are some quick and simple (by design!) things to consider for moving your team or organization into an agile model.
ASK THE PEOPLE WHAT THEY WANT
In HR projects, HR should work with operational managers, other departments and employees (cross-departmental teams) on a daily basis throughout.
If you are having a tough time motivating employees, it doesn’t hurt to ask them “what kind of incentives would you really appreciate?”
Did you know that there are 5 languages of appreciation, and each language means something different to each different person?
2. DON’T STIFLE LEADERSHIP
Build projects around motivated individuals.
Give them the environment and the support they need and trust them to do their job
3. FEWER MEETINGS, MORE AUTHENTIC COMMUNICATION
Face-to-face communication is the best and most efficient way to exchange information. Both to and within the HR team.
This is what a great mentor of mine called “leadership by walking around”.
4. Keep It Simple, Silly
Simplicity – the art of maximising the amount of work that is not done – is important. Fewer forms, processes, and policies, not more.
5. Get Real, Get Real Feedback
At regular intervals, the team reflects on how it can be more effective and adapts its behaviour accordingly.
Take the 360° Feedback process and apply it to your team. This will help foster frequent and transparent communication, increased self-awareness, and a clearer understanding of goals and expectations.