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July 24, 2020
In an organization wherein employees are treated and seen as people rather than resources are reported as 3.8 times more likely to be high performers based on the survey data from Gartner released on December 7.
The findings coincide with recent studies showing that "human resources" may be an outdated phrase - although a rebranding might be a chance to showcase the department's strategic power.
In its study, Gartner suggested a "human-centric" approach to work that incorporates adaptability, robust cooperation, and empathy-based management. According to Gartner, this approach outperformed the "flexible-hybrid" designs and location-based models.
Brent Cassell, vice president of the Gartner HR group, announced the results in a blog article. "Location-centric work designs are generally restrictive, which magnifies tiredness, lowers performance, and pushes workers away," Cassell said. Moreover, he added that "leading firms are building processes, work rituals, and workspaces around holistic human needs—physical, cognitive, and emotional needs—instead of requiring workers to adhere to old norms."
Employees require accountability for their work and autonomy to foster a human-centered workplace. According to Gartner, employees who can decide when to work are 2.3 times more likely to do better than those who can't. Significantly, workers with greater autonomy also displayed less fatigue and tiredness. Through this, it can promote long-term performance.
Strategic HR departments may also raise engagement by giving workers a say in how work gets done at their organizations.
"Leadership teams who regard the post-pandemic work environment as an opportunity to rethink and redesign how they conduct business may drive their company to a higher performance level and have a chance of winning the talent race," Cassell concluded.
The findings coincide with recent studies showing that "human resources" may be an outdated phrase - although a rebranding might be a chance to showcase the department's strategic power.
In its study, Gartner suggested a "human-centric" approach to work that incorporates adaptability, robust cooperation, and empathy-based management. According to Gartner, this approach outperformed the "flexible-hybrid" designs and location-based models.
Brent Cassell, vice president of the Gartner HR group, announced the results in a blog article. "Location-centric work designs are generally restrictive, which magnifies tiredness, lowers performance, and pushes workers away," Cassell said. Moreover, he added that "leading firms are building processes, work rituals, and workspaces around holistic human needs—physical, cognitive, and emotional needs—instead of requiring workers to adhere to old norms."
Employees require accountability for their work and autonomy to foster a human-centered workplace. According to Gartner, employees who can decide when to work are 2.3 times more likely to do better than those who can't. Significantly, workers with greater autonomy also displayed less fatigue and tiredness. Through this, it can promote long-term performance.
Strategic HR departments may also raise engagement by giving workers a say in how work gets done at their organizations.
"Leadership teams who regard the post-pandemic work environment as an opportunity to rethink and redesign how they conduct business may drive their company to a higher performance level and have a chance of winning the talent race," Cassell concluded.
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