The second part of this concept of embracing an Agile HR looks at what we as individuals can do to help transform the organization to meet the challenges of this complex business environment. It looks at how we can re-invent the workplace based on a combination of what we know about organizational development and Agile ways of working. Furthermore, it looks for opportunities to improve existing practices by finding any overlooked flaws arising from outdated ways of doing things. This helps enhance and enrich employee experience and agility throughout the organization.

To be successful today, companies must be ready to embrace change at the shortest notice. Customer demands and market conditions change every day. We have to possess a deep understanding of these changes, be able to make quick data-driven decisions, and collaborate with teams that can continuously innovate and deliver immediate value. This is the essence of Agility. It is a central characteristic sought after for an ideal organizational design. That is, hierarchies are becoming flatter; companies are more internally connected and digitized. Nevertheless, these changes are forcing HR departments to come up with more design capabilities to ensure we can successfully guide the development of modern businesses and the future of work.

Middle management can be a thankless and frustrating position. It is almost similar to the game of “Monkey-in-the-Middle”. Being successful at it is a lost cause and they are the ones responsible for the productivity and success of the junior level employees. In other words, they are the shepherds that work day in and day out to rear your sheep and cattle.

In a survey of 15,725 employees by a leadership development consultancy, it was noted that the job satisfaction levels of such managers fall below 5%. So what can a senior manager do to help ensure that middle managers are satisfied, engaged, and performing at their best? Here are 3 ways you can adopt.

Agility is one of the most sought-after characteristics by organizations worldwide. This is why it is important to understand and adapt agility to your business function. Secondly, HR has to continuously change and evolve to meet the challenges of the modern business world, i.e. the need to digitize and the need to deliver value to the stakeholders and the business at speed. This broad topic can be explained in two parts – Agile for HR and HR for Agile.