Trends Impacting Employee Engagement

Betsy Smith, Vice President, Human Resources, People and Culture, Green Infrastructure Partners

Betsy Smith is an accomplished and experienced professional, currently serving as the Vice President of Human Resources at Green Infrastructure Partners. With a passion for helping companies grow, Smith has gained expertise in various industries, including construction, manufacturing, professional services, engineering (electronic, mechanical, chemical, civil), retail/grocery, and food/consumer packaged goods. Smith possesses a solid understanding of key HR functions such as recruitment, retention, performance management, talent management, succession planning, employee and labor relations, recognition programs, compensation strategy, health and safety, and general HR operations. Her extensive global experience includes leading HR teams in Canada, the U.S., India, China, South East Asia, Romania, Latin America, Europe, and the Middle East, enabling her to navigate diverse cultural and business landscapes.

How employee engagement space evolved over the years?

In recent years, compensation and the work environment have become increasingly significant in the workplace. Compensation has long been a challenge on a global scale, but the pandemic has highlighted the need for a robust and appropriate compensation structure that suits the needs of employees. Furthermore, the importance of the work environment has increased as the pandemic has prompted a shift toward remote work and prompted individuals to query the necessity of physical office spaces. This shift, combined with the departure of some workers, has increased the pressure on businesses to effectively recruit and retain employees.

How do you envision the future of the space?

There has been a significant transformation in the way HR professionals operate. They are no longer satisfied with the once-standard manual systems and administrative documentation. Rather, there is a growing emphasis on automating repetitive duties to free up HR personnel for more meaningful endeavors, such as fostering employee engagement, communication, and organizational culture. This shift is especially noticeable among younger employees, who have a lower tolerance for strictly transactional HR functions.

An additional significant trend in the contemporary workplace involves how individuals select employers. The era in which profit maximization was the sole objective is fading away. The younger generation searches out organizations that share their values, such as environmental awareness, sustainability initiatives, and comprehensive wellness programs. Purpose-driven employment has emerged as a potent motivator, driving individuals to join organizations committed to making a positive global impact. The emphasis has shifted from the limited pursuit of financial gain to the broader pursuit of meaningful work and contribution.

What are some of your recent project initiatives?

One of my significant initiatives currently revolves around implementing Workday, which is a substantial investment for our company. This endeavor may not be novel, but it aligns with our overarching objective of automating processes so that we can concentrate on value-added duties. Streamlining operations through automation has been a prevalent theme throughout my seven-month tenure here.

" To truly make an impact and be a strategic partner within your organization, you must have a firm grasp of the business aspects of operations "

Another significant endeavor is the cultural transformation we are fostering. The acquired company had a command-and-control, top-down culture that no longer aligns with our vision. Changing the mentality of managers who are acclimated to having complete control is a complex process. We emphasize delegation, support for new ideas, and the cultivation of an innovative culture. I am convinced that a psychologically safe environment is essential for fostering innovation, one in which it is acceptable to propose ideas, make errors, learn from them, and develop. This cultural transition represents a substantial change for our organization, as the previous culture was marked by limited empowerment and information hoarding.

What would be your advice for budding professionals in the field?

In today's dynamic HR environment, it is imperative to maintain versatility and avoid becoming overly specialized too early in your career. You should embrace different dimensions of human resources, including recruitment, benefits administration, performance management, and employee engagement. This breadth of knowledge will not only enable you to become a well-rounded HR professional but also to adapt and flourish in a field that is rapidly evolving.

To truly make an impact and be a strategic partner within your organization, you must have a firm grasp of the business aspects of operations. Learn about the profit centers, cost analysis, and overall business strategy of the organization. This business knowledge will enable you to align HR practices with the organization’s objectives, contribute to informed decision-making, and establish your value as a strategic HR partner.

Consider pursuing a four-year degree in business or commerce before specializing in human resources. This foundation will equip you with a thorough comprehension of fundamental business principles, including finance, marketing, and operations. It will also enable you to comprehend the larger context within which HR operates and communicate effectively with other business leaders.

Avoid relying solely on regional HR practices. Explore and study the HR practices of various nations and cultures. Understanding how HR is approached internationally will broaden your perspectives, challenge your presuppositions, and equip you with innovative ideas that can be implemented within your own organization. Additionally, it will be especially useful if you work in a multicultural or international setting, as it will help you navigate diverse workforces and adapt HR initiatives to various cultural contexts.

By adhering to this advice, you can position yourself as a well-rounded HR professional who understands the business landscape, embraces adaptability, and leverages global insights to drive significant organizational change.

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