Happy Valentine’s Day!
This day is a celebration for everything we love, whether it’s your partner, your friends, or your career – and for realising where we’re not feeling the love.
If you’re not feeling the love within your HR career, we sympathise. Being a part of the people profession can be exhausting without the right support. This can lead you to want to break up with your HR career, but you can still turn this relationship around!
We’re here to be the agony aunt to get you back on track and head over heels with what you do once more. Here are eight ways to set sparks flying.
Taking a Qualification
Training can up your confidence and add valuable skills to your HR toolbox. This can get the creative juices flowing once more, as you begin to think about how you can build best practices and new research into your workplace initiatives.
With this kind of improved confidence and knowledge, you can push your new ideas forward to upper management and create genuine organisational change.
If you’re the kind of HR leader that thrives on challenging yourself, then progressing through the ladder of CIPD qualifications is an ideal way to boost your career. Setting your sights on the qualifications that you want will also give you a goal to work towards and increase your drive to succeed.
You can even ask for your current employer to fund your CIPD course; check out these helpful scripts for making your case.
Finding Ways to Help Your Colleagues
Looking for ways to give your colleagues new opportunities can be hugely rewarding for HR professionals. This shows you real results, as you see employees progressing within their career thanks to the help that you have given them.
Spot areas in which better or more comprehensive training could benefit the workforce. When approaching the employee, explain that the training and how it will improve their performance.
Employees can be hesitant to accept training, especially if they believe they already have these skills, but if you show them how it will improve their career they’ll be more likely to accept.
Employee engagement schemes can also make the workplace better for everyone. No one wants to work for a company that they feel doesn’t care about them or has a high staff turnover. Use the fiscal perks that an engaged workforce can offer to justify the time and money spent.
You can also designate Workplace Champions to give employees a chance to shine. These employees take a step up and manage a certain aspect of the employee experience, like mental health or training. This gives added power and responsibility to your colleagues, which can spur them to really thrive in their career.
Asking for Compensation
Feeling under-appreciated at work? Then it might be time to arrange a discussion with your manager about your compensation. Asking for a raise, additional holiday days or other perks can make you happier in your workplace.
If you’ve had an extended period in the same role without any additional compensation, then it’s time to make your case. If you’ve been working hard and have some big achievements under your belt, don’t be afraid to bring these up with management; likewise, if you’ve taken on new responsibilities, this is the perfect way to make a case for an improved reward package.
Be fair, logical and open during the negotiations; it’s much easier to reward a reasonable person that demonstrates their contributions clearly.
Building a Professional Network
We can become disconnected from our career paths when we don’t have other professionals to inspire us. If you’re working as the sole HR professional within an organisation or don’t regularly network with others in the path, you’re missing out on a larger network.
Building up your professional network can give you the advice you need to work with confidence. If you’re thinking of implementing new ideas, then you have an experienced audience to bounce them off. You’ll find that most HR professionals are happy to weigh in and lend their talents to the topic at hand.
Online networking can give you this sphere of contacts, without taking time out of the office to attend events. Check out LinkedIn groups and HR chats like #HRHour on Twitter to join in the conversation.
Initiating an Apprenticeship Scheme
Apprentices bring a range of benefits to the organisation that they’re a part of, from fresh ideas to increased morale. Creating this type of scheme can be brilliant for the workforce and employers alike. This can open up the talent pool to a diverse group of new candidates too, bringing new experience to the table.
To bring these new candidates into your workforce, you need to decide on the type of apprentices that you need and how you will fulfil their training. An apprentice is required to spend 20% of their hours on off-the-job training, which can be achieved online.
This can also tie into your employee training program, as existing members of staff can also be enrolled on these courses. Use your Apprenticeship Levy funding to access training for L&D, HR and Management Apprenticeships with ease.
Finding a New Role or Going for a Promotion
If your role just isn’t giving you the same passion for HR anymore, then it may be time to move on. This could be to a new role within your organisation or a bigger move to a different company. Weigh up your options and make the best decision for you, whether that’s within your current company or not.
This can be a tough choice to make, as you want to be loyal to your company while also positioning yourself for the best chance of success throughout your career. If you’re becoming disengaged with your current company and don’t have a chance to change that by communicating with management, then you may not be doing your best work.
Volunteering to Take Ownership of a New Project
Taking on a new project can also be an opportunity to get your spark back. Having new goals and processes within your day-to-day role can break up any monotony that may be impacting your view of your HR career.
This could be something that impacts the wider workplace, like a wellness program or incentivisation scheme. Measure the effect that this is having on your colleagues and company performance to help you feel like you’re making a real difference.
This doesn’t have to be solely within the realms of HR either, as you can expand your skill set by working with other functions in the business.
This could even help you to identify areas for improvement and where further training may be required. Don’t box yourself into the office, get out and about within the workplace!
Finding a Mentor (or Becoming One!)
If you’re just not sure where to go next in your career or how to develop yourself further, then you may benefit from the help of an experienced mentor. They’ve been there and done that, so they can share key insight into what you should be doing.
You can find a mentor within your own organisation, by reaching out to HR professionals you admire on LinkedIn or Twitter, or by joining CIPD’s Branch Network mentoring scheme.
You can also mentor others to reignite your passion for the profession. This could be an HR apprentice or a colleague that shows promise. Leading by example could be the start of a much wider mentoring scheme, with more experienced members of staff being assigned to newer colleagues.
You should also stay aware of what’s happening in the world of HR by keeping up with HR thought leaders. Natalie Ellis HR is a great blog to get start with; she’s a top-notch source of knowledge and new ideas (and she’s one of our former students!)
Whatever you do, don’t let your HR career become stagnant and unfulfilling. There are so many ways to reignite your passion for the people profession, so what are you waiting for?