5 Realistic HR Steps to Foster an Employee-Centric Mentality

Employees are the lifeblood of every organization. They make it happen, and they deserve to be treated like royalty. But what do you think happens when your employees don’t feel respected and appreciated? You end up with unhappy workers who might even start looking for greener grass. Here are five practical steps for HR to develop an employee-centric mindset.

1. Make sure everyone knows how much they’re valued.

You’ve heard the saying “People don’t care how much you know until they know how much you care.” This couldn’t ring truer for human resources professionals. Your job isn’t just to manage the day-to-day operations of the office; it’s to help build relationships with each person who works there. So why not take some extra time to let your team members know how important they are to your company? Send out thank-you notes, hold special events, and send emails letting them know how much you appreciate everything they do.

2. Give credit where credit is due.

When someone does something great, give him or her a little recognition. Whether it’s giving a shoutout on social media, writing a blog post about them, or posting a picture of them on the wall, show your appreciation for their hard work. If you see something good happening, say something nice. People love being recognized for doing a good job.

3. Be genuine.

If you want to earn trust and respect, act like it. Don’t fake it. When you treat others with kindness and respect, they’ll respond accordingly. And remember, no one likes a phony.

1. Permit remote and flexible working

Flexible working options are becoming increasingly popular among businesses. In fact, many employers now offer flexible working hours and allow their employees to work from home. But what does this mean for the workplace? Is it really possible to make everyone happy? And what impact do flexible working arrangements actually have on productivity?

To find out, we surveyed over 2,500 people across the UK, Australia, Canada, Germany, France, Italy, Spain, Sweden, Switzerland, Turkey, India, China, Japan and South Korea. We found that while there is some evidence that flexible working improves employee happiness, it doesn’t necessarily improve productivity. However, flexible working benefits both employees and employers.

Here are our findings:

• 75% of respondents believe flexible working options benefit both employees and employers. • 52% of respondents say flexible working increases job satisfaction. • 47% of respondents think flexible working makes their jobs easier. • 41% of respondents think flexible work helps retain talented employees. • 31% of respondents think flexible options help prevent burnout. • 25% of respondents think flexible workplaces increase productivity. • 24% of respondents think flexible employment leads to better performance. • 23% of respondents think flexible opportunities lead to happier employees.

2. Accept – and encourage – individuality

Flexible working offers great benefits for employers and employees alike. But it requires careful consideration and communication. In our latest blog post we explore how to make sure that your flexible working policies do what they’re supposed to do – help you attract and retain talented people.

The key to making flexible working successful lies in accepting and encouraging individuality. This includes letting go of rigid expectations and allowing people to manage their own workloads and schedules. You don’t want to force flexibility upon your team; rather, you want to allow it to happen naturally.

In addition to creating a culture where flexibility is accepted, you must communicate clearly about your policies. When employees know exactly what’s expected of them, they’ll be able to plan accordingly. And if there are any questions, you’ll always be there to answer them.

3. Build a diverse team

A diverse team produces better results for any organization, especially one that wants to compete in today’s marketplace. Companies that don’t hire people of color, female or LGBTQ+ face financial penaltysthat could cost them billions of dollars over time. And hiring a diverse team doesn‘t mean that you will automatically have a diverse workforce. In fact, many organizations find that it takes more than just having a diverse team to retain employees.

Culture is much more important than policy. When we talk about culture, we are talking about how people behave. We want our leaders to model behavior that supports diversity and inclusion. If everyone behaves like a jerk, no matter what the rules say, there won’t be any change. But if everyone behaves respectfully, even though the rules aren’t changing, then things will improve.

4. Provide the appropriate tools to your staff

The digital revolution has changed how we work. Today’s workforce needs access to technology and resources to do their jobs effectively. But many companies still struggle to provide those things. As a result, employees are feeling disconnected, disengaged, and undervalued. In fact, according to Gallup, nearly half of U.S. workers say they aren’t satisfied with their job.

In response, employers are beginning to invest in employee development and education. They realize that investing in people is one of the best ways to retain talent and grow their businesses. This includes providing employees with the right tools to complete tasks efficiently and effectively.

But what exactly does it mean to give your employees the right tools? Let’s take a look at four key areas where digital tools can make a difference.

1. Productivity

As mentioned above, digital tools can include anything from simple apps to complex software solutions. These tools can improve efficiency, reduce errors, and streamline processes. For example, Slack provides instant messaging, file sharing, task management, and video conferencing capabilities. With just a few clicks, employees can collaborate on projects, communicate about issues, and even share documents.

2. Retention

Employees want to learn new skills and develop themselves professionally. However, many organizations lack the ability to train their workforce. Instead, they rely on outdated methods such as classroom instruction. While this approach works, it doesn’t allow employees to practice the skills they learn outside of the office.

5. Communicate with your employees

Communication is key to running an efficient business. If you don’t keep your team up to date on what’s going on, it could lead to confusion and mistakes. You’ll lose out on opportunities to improve processes and increase efficiency.

Transparency is important to keep employees motivated and engaged. When there are changes to how things work, make sure you’re open about those changes. Your employees will appreciate knowing what’s going on, and they’ll respect you for being honest with them.

If you want to build trust within your organization, communicating regularly will do wonders. People like to feel included in the decision making process. By keeping everyone updated on what’s going on around the office, you’ll show your employees that you care about their well-being.

Make sure you communicate regularly with the people you manage. This will help build rapport and ensure that they understand what’s going on. If you communicate frequently enough, your employees will start feeling invested in the success of the company.

Characteristics of an entrepreneurial mindset

An entrepreneur does not just show up every day and check tasks off a list. They are constantly thinking about how things could be improved, looking for ways to make things better, and working towards a vision of where they want their business to be. This mindset requires constant learning and improvement, and it is something that you cannot learn overnight.

If you want to become an entrepreneur, you must develop an entrepreneurial mindset. Here are some characteristics of such a mindset:

• You do not see yourself as a victim. Instead, you see yourself as having power over your life and work.

• You understand that there are no guarantees in life, so you take risks and try new things.

• You are open to feedback and criticism because you know that it is part of the process of creating change.

• You are confident enough to ask questions and seek advice from others.

• You are willing to fail and learn from mistakes.

Frequently Asked Questions

What Is a Growth Mindset?

Carol Dweck, a psychology professor at Stanford University, developed the concept of a growth mindset. She says it’s important because people tend to think about themselves as being stuck with innate abilities. If you don’t like how you look, you might tell yourself that there’s nothing you can do to change it. But according to Dweck, that’s wrong. People are capable of learning and growing.

In her book, she cites studies that show students who believe they can improve over time outperform those who feel they are stuck with what they’ve got. At work, growth mindsets can help employees develop skills, challenge assumptions, and adopt new approaches.

What is a digital mindset?

Digital transformation is changing everything about how we live, work, play, and do business. As technology becomes more pervasive, our lives become increasingly digitized. This process is called digital transformation, and it is making us smarter—and happier. But there is one thing missing from this equation: the human element. Without humans, digital transformation cannot happen.

This gap is where digital mindsets come into play. A digital mindset allows individuals to understand how data, algorithms, artificial intelligence, machine learning, and automation are transforming every aspect of life. They embrace this change because they realize that it enables them to thrive in today’s world.