3 Things You Are Doing Wrong as a Human Resource Manager!

1. Annual Performance Reviews vs. Continuous Feedback

Annual performance evaluations have been the traditional method of evaluating employee performance. However, many HR managers continue to depend significantly on this yearly assessment. Unfortunately, annual assessments frequently fail to provide employees with timely feedback or the resources required to develop in real-time. This strategy might leave employees detached, unsure about their performance, and unmotivated to strive towards long-term objectives.

The idea is to switch from annual performance assessments to continual feedback. Frequent, constructive feedback sessions, whether monthly or quarterly, enable managers and employees to talk more openly, solve difficulties, and celebrate successes as they occur. Continuous feedback promotes a culture of growth and improvement, making people feel encouraged and involved in their jobs. When employees know where they stand and feel appreciated for their efforts, productivity rises and they are more likely to remain loyal to the firm.

2. Prioritising Policies Over Employee Well-being

HR managers are frequently responsible for enforcing corporate standards, but when policies become too inflexible, they can undermine employee well-being. Focussing only on policies—such as stringent leave regulations or restricted flexibility—can foster distrust and undermine employees' sense of autonomy. Employees who feel constrained by rigid policies are more likely to experience stress, burnout, and disengagement, reducing productivity and retention.

Focus on improving employee well-being by establishing a more flexible work environment. Consider creating rules that promote work-life balance, such as flexible hours, remote work opportunities, and mental health support. Financial well-being is a significant aspect of employee well-being. Partnering with fintech solutions like Incash can provide employees with financial assistance, such as salary advances or financial wellness resources. When employees believe that their well-being is valued, they are more likely to be engaged, loyal, and productive members of the firm.

3. Ignoring the importance of career development.

Many human resource managers underestimate the value of career development, instead focusing on day-to-day duties and current needs. Failure to give opportunities for employees to grow and advance within the business can result in stagnation, disengagement, and, ultimately, turnover. Employees, particularly high-performing ones, desire businesses that allow them to constantly learn and grow their abilities. If a business does not provide this, employees will search elsewhere for advancement chances.

Invest in your employees' professional growth by providing regular training, mentorship programs, and possibilities for progress. When HR managers prioritise career development, they demonstrate to employees that the organisation is committed to their long-term success. This could include defined learning routes, cross-departmental training, and access to courses or certifications relevant to their jobs. HR managers may retain top talent and increase productivity by cultivating a growth culture in which people are motivated to achieve in their professions.

The HR landscape is continually changing, and once effective tactics may no longer be sufficient in today's work climate. HR managers can build a more productive workplace by shifting from yearly performance reviews to continuous feedback, putting employee well-being ahead of inflexible policies, and investing in career development.?

At Incash, we appreciate the value of a supportive work environment and provide tools to help HR managers improve their employees' financial well-being. Incash helps HR managers create a workplace where employees feel valued, financially secure, and driven to stay by offering solutions such as pay advances and financial education.

HR managers and leaders must constantly adapt and innovate. Embracing innovative employee support tactics will not only increase productivity but will also improve the organisation's capacity to attract and retain top people in today's competitive market.