{"id":703,"date":"2022-01-30T14:27:49","date_gmt":"2022-01-30T19:27:49","guid":{"rendered":"http:\/\/sage-people-scraping-ca.local\/?p=703"},"modified":"2025-05-07T10:04:44","modified_gmt":"2025-05-07T14:04:44","slug":"4-ways-hr-agility","status":"publish","type":"post","link":"https:\/\/www.sage.com\/en-ca\/blog\/4-ways-hr-agility\/","title":{"rendered":"Strength in agility: 4 ways HR and People teams can revolutionize ways of working"},"content":{"rendered":"
\n\t
\n\t\t
\n\t\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t\t\tEmploying people<\/a>\t\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t
\n\t\t\t\t\t

\n\t\t\t\t\t\tStrength in agility: 4 ways HR and People teams can revolutionize ways of working\t\t\t\t\t<\/h1>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\t\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n\t

\n\t\t
\n\t\t\t
\n\t
\n\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\t\t\n\t\t
\n\t\t\t\n\t\t\t\t\"Headashot\t\t\t\tCharlotte Penny<\/span>\n\t\t\t<\/a>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n

In our personal lives, it seems very easy to turn on a dime. Whether we simply change our minds, or an external factor plays its part, we can decide that we need to change course and act upon it.<\/p>\n\n\n\n

Yet when it comes to business, it\u2019s much harder to do. In fact, for HR it seems many teams simply aren\u2019t set up to do so. Just 29% of 500 global HR and People leaders told us they were organized for agility, in our recent research report \u2013 and that was before the global pandemic.<\/p>\n\n\n\n

In reality, it means that just one in three HR and People leaders were well equipped to act when the COVID-19 pandemic hit.<\/p>\n\n\n\n

Agility means being capable of moving quickly and responsively \u2013 exactly what\u2019s needed to cope with disruption. While pandemic has changed how we work in so many ways, disruption is ever-present in more normal times too, in today\u2019s fast-moving global marketplace.<\/p>\n\n\n\n

For HR, this means running the HR and People function and the business in a way that seeks to be fast, nimble, flexible and frictionless.<\/p>\n\n\n\n

While agile methodologies \u2013 often used in software development \u2013 are helpful for teams, you don\u2019t have to use the full methodology in order to become more
agile.<\/p>\n\n\n\n

So, how can you go about harnessing agility in your HR function? Here\u2019s four key areas HR and People teams can focus on to adopt more agile ways of working.<\/p>\n\n\n\n

1. Agile communications<\/h2>\n\n\n\n

Would you say your organization communicates effectively?<\/h3>\n\n\n\n

For organizations, the key to communicating well is through targeted and simple ways that resonate. So when it comes to agility for businesses, that means opening lines of communication across multiple functions, which enables the workforce to interact quickly and clearly in response to fast-changing situations.<\/p>\n\n\n\n

HR and People systems<\/a> with a built-in portal can be a great way for organizations to communicate to their people. They allow you to communicate instantly and provide targeted and personalized messaging for employees. It might include a news board, policies or links to training sessions. You can also send push messages to alert employees when important new information is available, and importantly, employees have everything in one place.<\/p>\n\n\n\n

Don\u2019t forget that communication should always be two-way. It\u2019s easy to get caught in the trap of sending one-way messages and not asking for feedback. You need to
understand how your employees think and feel, and the only way to do that is by asking them.<\/p>\n\n\n\n

Feedback doesn\u2019t go to waste. In fact, employees who feel their voice is heard at work are nearly five times more likely to feel empowered to perform their best work.<\/p>\n\n\n\n

2. Agile leadership<\/h2>\n\n\n\n

Are you a leader who embraces agility?<\/h3>\n\n\n\n

In today\u2019s ever-changing environment, agile leaders need to create an environment where cross-functional teams collaborate, step out from silos and learn from
each other. In addition, great agile leaders seek feedback, and have the right tools to focus on productivity and continuous development.<\/p>\n\n\n\n

While true agile teams maybe cross-functional and blended, that doesn\u2019t mean that traditional organizations can\u2019t respond as quickly as those who operate as a
flexible network. They can still move towards a more agile way of operating. So how can your managers start to lead with agility in mind? It\u2019s all about nurturing a great experience for employees.<\/p>\n\n\n\n

Naturally, as humans, we dislike change so you\u2019ll need to support your people to embrace it. Think: two-way communication, regular check-ins, and effective goals. If you can help managers do that, your employees are more likely to be on board with changes before getting into a new rhythm of working.<\/p>\n\n\n\n

3. Agile workstyles<\/h2>\n\n\n\n

It\u2019s a fact: employers who support agile workstyles are more productive. In North America, 85% of workers believe productivity has increased in their business because of greater flexibility.<\/p>\n\n\n\n

Working flexibly often gets confused with remote working but it can include job sharing, part-time, compressed hours, flexitime, working from home and
contingent working. While some organizations have encouraged this for years, more traditional businesses are realizing the benefits that agile workstyles can have on employee engagement, particularly as technology has evolved to make it possible to be just as productive away from the office.<\/p>\n\n\n\n

However, new and resilient ways of working require different support from organizations and leaders to ensure success.<\/p>\n\n\n\n

Do you actively encourage workers and managers to promote flexible working? Give them tools and systems that make it easy to stay connected and collaborate from
anywhere. Additionally, think about reforming work policies so everyone knows what\u2019s expected of them in terms of hours, targets, meeting times, teamwork and
communication.<\/p>\n\n\n\n

4. Agile performance management<\/h2>\n\n\n\n

How do you track and manage performance?<\/h3>\n\n\n\n

In a more agile workplace, employees may work on shorter-term projects of different lengths. They may have different managers for these and work across
functions to form effective teams. For that very reason, old-style performance management models, such as the annual appraisal, are on their way out.<\/p>\n\n\n\n

An annual performance management process simply isn\u2019t agile enough to meet the business needs of today, when priorities shift rapidly due to changes in the
market. Individual objectives need to contribute directly to current company goals which can shift and evolve throughout the year.<\/p>\n\n\n\n

To deliver great agile performance management, continuous conversations is an important ingredient. Managers should check in with their employees on a
regular basis to find out about how they\u2019re tracking towards their goals, their general wellbeing, any roadblocks they have in getting something done or any
good news to share.<\/p>\n\n\n\n

Managers should also encourage development and innovation. Agile organizations aren\u2019t comfortable with the status quo if it\u2019s no longer effective, so managers should consider the value behind testing and changing the way things have been done before, if there\u2019s a possibility that it could be more effective.<\/p>\n\n\n\n

Agile performance management leaves employees feeling empowered and reflects in their work. Staggeringly, Employees whose managers involve them in goal setting<\/a> alone are over three times more likely to be engaged then employees who aren\u2019t involved.<\/p>\n\n\n\n

Agility starts with you<\/h2>\n\n\n\n

How will your organization become more agile?<\/h3>\n\n\n\n

While contingency plans and resilience measures have been key to help companies recover and adapt in response to the global pandemic, you can\u2019t plan precisely
for every possibility. An agile culture across the whole organization makes it easier to respond to market challenges of all kinds.<\/p>\n\n\n\n

If HR adapts to focus on an agile approach towards communication, leadership, workstyles and performance management, they\u2019ll be able to steer the
organization on a different course as and when they need to.<\/p>\n\n\n\n

By fostering an agile concept across the entire workforce, your business can stay ahead and become more  resilient in the face of change.<\/p>\n \n

\n\t
\n\t\t
\n\t\t\t
\n\t\t\t\t\t\t\t\t

Manage your people with Sage HR<\/h2>\n\n\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t\t
Create amazing work-life experiences for you and your people with our easy-to-use HR software. Sage HR is built from the ground up for small to medium businesses. Get started by booking a demo or signing up for a free trial today.<\/div>\n
<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tRequest a demo<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"accountant\t\t\t<\/div>\n<\/div>\n \n
\n\t
\n\t\t
\n\t\t\t
\n\t\t\t\t\t\t\t\t

The changing face of HR<\/h2>\n\n\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t\t

Download this free report from Sage and discover how the modern HR function is vital to an organization’s growth and success<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tGet your free report<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"Colleagues\t\t\t<\/div>\n<\/div>\n\n\n

\n\t
\n\t\t
\n\t\t\t
\n\t\t\t\t\t\t\t\t

Subscribe to the Sage Advice Newsletter<\/h2>\n\n\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t\t

Get a roundup of our best business advice in your inbox every month.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tSubscribe<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"\"\t\t\t<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Could HR be more agile in the way it operates? Here\u2019s four ways HR can become more agile, and in turn, more resilient to change.<\/p>\n","protected":false},"author":1660,"featured_media":8065,"menu_order":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_sage_video":false,"post_featured_image_hide":false,"footnotes":""},"categories":[22],"tags":[186],"business_type":[99],"lilypad":[],"context":[],"industry":[],"persona":[76],"imagine_tag":[234],"coauthors":[327],"class_list":["post-703","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employing-people","tag-employing-people-for-the-first-time","business_type-medium-business"],"sage_meta":{"region":"en-ca","author_name":"Charlotte Penny","featured_image":"https:\/\/www.sage.com\/en-ca\/blog\/wp-content\/uploads\/sites\/12\/2022\/04\/GettyImages-1314040262.jpg","imagine_tags":{"234":"HR"}},"distributor_meta":false,"distributor_terms":false,"distributor_media":false,"distributor_original_site_name":"Sage Advice Canada English","distributor_original_site_url":"https:\/\/www.sage.com\/en-ca\/blog","push-errors":false,"_links":{"self":[{"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/posts\/703","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/users\/1660"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/comments?post=703"}],"version-history":[{"count":0,"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/posts\/703\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/media\/8065"}],"wp:attachment":[{"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/media?parent=703"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/categories?post=703"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/tags?post=703"},{"taxonomy":"business_type","embeddable":true,"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/business_type?post=703"},{"taxonomy":"lilypad","embeddable":true,"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/lilypad?post=703"},{"taxonomy":"context","embeddable":true,"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/context?post=703"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/industry?post=703"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/persona?post=703"},{"taxonomy":"imagine_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/imagine_tag?post=703"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.sage.com\/en-ca\/blog\/api\/wp\/v2\/coauthors?post=703"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}