How a human-centric workplace can benefit employee wellbeing

Ask any corporate leader about what strengthens their organization, and you're likely to hear that it's their employees who provide that foundation for growth and success. But are organizations demonstrating that belief through action? Some research suggests otherwise.

For example, according to a 2023 survey by employee recognition firm Blueboard, a staggering two out of three U.S. employees say they don't feel appreciated at work. Analysis from Gallup found that many employees feel ignored — and when that happens, they're twice as likely to quit within a year.

To truly make employees into your most valuable asset, it's crucial to consider creating what's called a "human-centric workplace," in which employee needs and expectations take a central role. Let's take a look at why that matters — and how to move toward that goal. But first, let’s look at the benefits of supporting a human-centric workforce.

Advantages of human-centric workplace

A 2023 survey, done by workspace provider Mindspace revealed that part of workforce recognition comes from resources dedicated to wellbeing, including facilities related to physical and mental health, and policies that encourage work-life balance. In that research, 82% of those surveyed said they expected support from their employers for these resources.

The benefits of pivoting toward wellbeing for a workforce can be profound. According to a workshop at a recent meeting of the Society for Human Resources Management (SHRM), a more human-centric workplace can:
• Improve morale, including job satisfaction
• Increase productivity and lower absenteeism
• Stabilize retention
• Boost recruitment and employee referrals

This can have a ripple effect across any organization. Simply put, happy employees are healthier, more engaged, empowered, and optimistic. They tend to have lower health care costs and stay with an employer for much longer than those who feel overlooked. For example, a study by Cigna found that companies with strong wellbeing programs experience 27% lower absenteeism costs related to healthcare, productivity and recruiting.

Who wants a more human-centric workforce? Everyone.

Simply acknowledging the potential disconnect between what leadership assumes about a workforce and what employees in that workforce actually feel is a good first step toward creating a more human-centric environment. From there, taking action is crucial for emphasizing the importance of specific employee needs.

Surveying current employees and examining the reasons for employee departures can go a long way toward understanding not only the culture of an organization, but also the ways in which it needs to change. For instance, a LinkedIn survey looking at employee priorities found that these became these have been key within the past few years:
• 50% want more flexibility in their hours and/or location
• 45% care more now about their work-life balance
• 41% are looking for more benefits such as mental health care and increased PTO
• 36% care more about their workplace culture than they did before

Coming after the Covid pandemic shifts, this has been dubbed "the Great Reflection," and those desires have strengthened instead of fading. According to research done by LumApps, a workforce platform developer, employees now lean toward:
• Alignment with their values
• Emphasis on corporate responsibility
• Supported work-life balance
• Schedule flexibility
• Realistic work demands
• Action on diversity, equity, and inclusion
• Competitive compensation

How to get more human-centric

The recent SHRM workshop noted that it's a misconception among corporate leaders that employees only want a flexible work schedule — and it's also a myth that having a human-centric workplace involves constant hand-holding, coddling and micromanagement.

Instead, implementing this type of workplace involves understanding employee needs and creating an environment that supports wellbeing, communication, and a sense of belonging. One way to move toward this approach is through development and support of health-promoting spaces within an organization's campus.

This is a key example of employee support, since on-site fitness can provide a range of advantages, including a stronger sense of community among employees, better mental health (study after study links more movement to improved emotional wellbeing) and more robust physical health as well. Also, creating spaces specifically designated for this type of employee support sends a message that a workplace is truly human-centric and geared toward employee needs, compared to modest efforts like having weekly yoga in a conference room or offering discounts on gym memberships.

Simply put, every organization relies on humans, but only some of them are human-centric — and your employees know the difference.

Learn more: Connect with us for a no-obligation meeting and to learn about our health and fitness solutions.