November 5, 2021
7 out of 10 People leaders say they're looking back at one of the most challenging years of their career, according to a study with 1,000 HR decision-makers.
Will the years ahead be easier? I don't think so. We still have a competitive job market, record-breaking turnover rates, persistent workplace inequalities, the shift to hybrid work, and the list goes on...
A People team that's just able to put out fires and keep things from falling apart can hardly handle all these challenges without burning out. And burnout is already especially acute for many HR professionals.
The right tool or process can go a long way and save you a lot of time. But sometimes, growing your People team is the only way forward.
Is your team big enough to handle today's challenges?
All the best,
Maresch from Back
All the best,
Alex from Back
Understaffed and overworked: How can HR escape the busyness trap?
Many HR departments end up in the "busyness trap", with the wrong HR-to-employee ratio and too much work to get done. Our team has developed a framework of the 4 Ds to help People teams avoid this trap: Digitization, Documentation, Delegation, and Data.
The 11 best internal knowledge base systems
Many organizations utilize an internal knowledge base to serve as their central hub of resources, including the employee handbook, HR or IT policies, how-to guides, contact lists, and more. In this list, we break down our top 11 picks for the best internal knowledge base systems on the market, including Notion, Confluence, and more.
The world needs more EX designers. These professionals analyze the full employee journey by building clearly defined personas to plot out the key moments in their experience. [McKinsey]
Employees want autonomy, not flexibilities. Flexibility can be achieved with any level of autonomy, but research suggests that autonomy is what employees really want. To enable autonomy in hybrid work: "Establish principles, not policies." [HBR]
In the war for talent, internal mobility makes all the difference. Hiring internally vs. externally means lower hiring costs and higher engagement. To facilitate it, set clear policies that protect employees who want to pursue another role. [Quartz]
Don't run before you walk when it comes to hiring remotely. Without a process for creating a good remote candidate & employee experience, it might be better to hire only in or close to your time zone and expand from there. [Doist]
🇪🇺 Senior People Operations Specialist at Typeform (Remote EU)
🇺🇸 VP, Global People & Culture at Bumble (Austin, TX or London)
🇺🇸 VP People at Productboard (San Francisco)
🇺🇸 People Director at Ometria (New York)
🇺🇸 People Operations Generalist at Loom (US or Canada Remote)
🇩🇪 Head of People & Culture at Zizooboats (Berlin/Remote)
🇩🇪 Lead People Experience at Nuri (Berlin/Germany remote)
🇩🇪 Senior People Partner at Marley Spoon (Berlin)
🇬🇧 Employee Experience Manager at Beamery (London)
🇬🇧 Hiring Operations at incident.io (London)
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