If you’re reading this white paper, chances are you’re in a better position to assess your organization’s HR health than practically anyone else. Are you and your fellow HR professionals thriving as an influential strategic force within your company? Or do you feel closer to merely surviving, seemingly stuck in a cycle of routine, repetitive tasks that consume the bulk of any given workweek?
Your answer — positive, negative or somewhere in between — comes with serious implications for the wellbeing of your organization as a whole. The greater an HR team’s sense of belonging and strategic influence, the greater its ability to serve employees, ideally on a level of human understanding — for example, through initiatives aimed at boosting employees’ sense of engagement and satisfaction with their overall experience
Growth in this area, in turn, exerts positive ripple effects on the satisfaction of the customers or clients who are being served by those employees — relationships on which the organization’s financial viability and the success of the executive vision ultimately depend.
Thus, the very human need for emotional and psychological well-being remains crucial for executives, co-workers, customers and you, the HR professional who plays a significant role in holding the whole thing together.
About This Report
LEVEL 1: BASIC NEEDs
LEVEL 2: SAFETY AND SECURITY
LEVEL 3: BELONGING
LEVEL 4: SELF-CONFIDENCE
LEVEL 5: SELF-ACTUALIZATION
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5 Paycom, The Frustrations Today’s Office Workers Have With Workplace Technology, paycom.com, March 2021.
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7 Rozovsky, Julia, “The five keys to a successful Google team,” rework.withgoogle.com, re:Work, Nov. 17, 2015.
8 Malone, Katie, “With HR supporting remote employees, IT steps up to fill technical gaps,” HR Dive, hrdive.com, Dec. 7, 2020.