PERSONALIZE CONNECTIONS WHILE RESPECTING BOUNDARIES
To ensure employers are respecting employees’ boundaries while personalizing connections, HR leaders should integrate inclusion goals into day-to-day work and talent processes to drive accountability and ensure employees feel comfortable bringing their full selves to work; provide benefits directly to employees’ families or communities; and identify information employees are comfortable sharing to improve trust.
ENSURE PRODUCTIVITY WHILE PROVIDING CHOICE
Most organizations typically offer flexibility in when and where work gets done, but leading organizations also offer flexibility in who employees work with, what they work on, and how much they work.
ADVANCE ORGANIZATIONAL AND INDIVIDUAL GROWTH
More than half of employees feel it’s important for their employer to provide opportunities for personal growth. Progressive organizations are providing employees with objective career coaches who help them prioritize their personal goals and explore how to pursue them internally and externally. Leading HR functions are bringing employees into the design of development opportunities to help scale the number of development options and improve their relevance to employees’ personal interests.
CREATE DIVERSE, YET FOCUSED WELL-BEING OFFERINGS
Gartner’s research reveals nearly half of employees say their work-related stress is higher now than previously in their career. Employers are offering physical (80%), financial (67%), and emotional (87%) well-being benefits, however few employees are using those offerings.
1. Hold employees accountable for their wellness by helping them identify the well-being offerings that matter most to them, incentivizing them to use available offerings and enabling them to track their wellness progress.
2. Leverage leaders and peers to reduce the stigma of well-being offerings by having open and honest conversations about mental well-being to normalize mental health topics and support.
3. Coach managers on how to provide effective well-being support.
TAKE ACTION WHILE REPRESENTING ALL PERSPECTIVES
Fifty-three percent of employees want their organization to take action on issues they care about. Many organizations struggle on how to balance activism with representing all perspectives. HR leaders should include employee perspectives – across levels, business units, and functions – when determining which societal issues to act on.
Gartner clients can read more in the report “Reinventing the Employee Value Proposition: The Human Deal” or learn more at
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