How to fight procrastination at work by redesigning your HR processes?
How many times have you said to yourself that it would be really great to change this old-fashioned HR tool? Except thata simple change of technology is not enough: you also have to make sure that your internal processes (recruitment, onboarding, mobility, evaluation...) evolve . And here, faced with the task at hand, the average person, feeling quite alone, is quick to refrain from doing so.
This phenomenon of procrastination at work, which nips so much goodwill in the bud, does not spare HR professionals. Fortunately, it is possible to calmly carry out your HR process change thanks to employee feedback.
Want to know how to start the spring with renewed HR processes and get back on track with a better employee experience? Follow the guide.
Why do we procrastinate at work?
Fear of not being up to the task, difficulty that seems insurmountable or a real leap into the unknown, there are many reasons to procrastinate.
Procrastination, that annoying tendency to put off certain tasks or activities until tomorrow, is a phenomenon that can be found in both the personal and professional spheres. If procrastination at work is a problem for you, you should know that many other individuals are confronted with it on a daily basis, with financial and professional consequences. Better yet, it is even a human characteristic to take the easy way out and seek pleasure at all costs rather than perform tasks that are boring or perceived as (too) complex.
But the good news is that procrastination at work is not just laziness but an avoidance strategy when faced with a feeling of insecurity. Some experts explain the virulence of the phenomenon to the fact that our Western societies punish any delay while those who anticipate are never really rewarded. As a result, there is a strong incentive to finalize deliverables in extremis.
Procrastination can be linked to a lack of self-esteem or social esteem - or fear of other people's judgement - and its corollary, the fear of doing something wrong. These avoidance behaviors, which, if they emanate from individuals, can be accentuated by the corporate culture. Hence the importance of recognizing the right to make mistakes within your organization.
If procrastination at work is endemic, it is not inevitable: a To-Do list segmented into micro-tasks and a celebration of one's small daily successes can increase one's sense of productivity and therefore self-esteem.
How will adopting an HR tool help you fight procrastination?
Choosing the right HR tool to meet your company's real needs is a milestone in your organization's change process. This step puts your foot on the gas and pushes back your risk of procrastination at work as a change agent.
A period of tension, such as that of the health crisis, calls for adaptation and the adoption of new practices. It allows you to replace obsolete tools or processes in order to better manage priorities and to lead any change more serenely. It is an opportunity toadopt the product capable of making you more productive and not wasting time on repetitive tasks.
Having a tool that is compatible with your existing software packages and other HRIS systems also means being able tocollect and intelligently exploit employee data.
As you have seen, the choice of the right HR tool depends on your company size and culture. However, you should know that while a given technology can be providential, it is not everything: it must be followed by an organizational overhaul, otherwise it will remain a mere cosmetic measure.
Why rethinking your organization will help you beat procrastination?
Change management, or transformation, is when a company evolves its processes to become more competitive. Faced with the task, pressure can be felt and procrastination at work can occur. However, as a Chinese proverb describes it very well, "Do not be afraid to move slowly, only be afraid to stop".
On average, the productivity gain after an HR reorganization is 15%, sometimes up to 30%. According to the consulting firm Gartner, a company has, on average, carried out no less than 5 transformations over the last 3 years. And among the causes of failure mentioned are overly rigid and hierarchical systems.
Experts consider that procrastination is likely to occur when the mission, in addition to being tedious - and therefore unpleasant and unmotivating - is devoid of a medium-to-long-term goal. Rethinking your organization is therefore first and foremost about setting a course with real benefits for individual productivity and the well-being of the company.
- Conduct an audit of the strengths and weaknesses of the current organization through regular feedback (surveys, questionnaires...),
- Delineate the processes to be reorganized as a priority (recruitment, onboarding, feedback, offboarding, mobility, etc.),
- Define the strategy and give a clear and objective vision of the future (global or targeted redesign? standardisation or glocalisation? internalisation or outsourcing of certain services?)
- Define the new organization,
Why is feedback culture the cure for procrastination?
Seek first to understand, then to be understood.
Thus, before any change, it is imperative for the HR department to :
- think strategically
- Implementing a management system designed to support employees in order to anticipate and combat resistance to change.
When faced with the supposed or real complexity of a task, feeling overwhelmed or isolated is so easy. The good news is that unless you are a micro-entrepreneur you are not alone. And better, the answer to your problems is probably in the hands of your collaborators. To get there, one solution: free up the feedback culture.
The key to a successful change management strategy is internal communication well in advance of the project. Indeed, any change is by nature both individual, collective and organizational, insofar as they are both interdependent and interactive in a systemic approach.
That's why it's best to have an appropriate HR tool that can centralize and intelligently use employee data, like Elevo.
According to psychologist Kurt Lewin, a specialist in change management, any change process has three phases:
- A thawing phase where change is not acquired but the awareness is real. It is a phase of awakening.
- A transition phase where the implementation of change is tested and new behaviours emerge. Here the balance remains fragile.
- A consolidation phase where certain behaviours are ritualized and practices are harmonized. This is when the change is adopted.
Each of these cycles refers to specific tools such as surveys, satisfaction questionnaires, communication plans, training plans, support for managers and employees, etc.
Just as the choice of HR tool is largely based on the input of employee feedback, the change of processes should be based on the same mechanisms. It is the employees who will identify the strengths and weaknesses of the organisation.
Finally, you should know that employees who have been consulted about their real needs, who have felt listened to, and whose achievements have been valued during the change process, adhere more quickly to the new organization.
Heraclitus said "there is nothing constant but change". While the task of HR process redesign can be daunting in many ways, it can help you in many day-to-day situations.
That's enough to put off the risk of procrastination at work for your HR transformation projects... and for a long time.