Building supportive and psychologically safe workplaces is more important than ever. According to recent research, almost half of Australian employees report everyday occupational stress, thus making them the country’s most stressed workers (Phys.org, 2023). The fact that exposure to workplace violence, which can range from physical threats to verbal abuse, is increasing and has long-term psychological effects like anxiety, fatigue, and poor job performance is even more worrisome (Psychology Today, 2023). Not only are these stressors detrimental to individuals, but they also harm businesses. Employing compassionate HR practices that put mental health, flexible scheduling, and an empathetic culture first will help firms combat this epidemic. What’s the reward? a more robust, sustainable company—and a more resilient workforce.

Here’s what thought leaders across the globe say.

Conduct ‘Stay Interviews’ This Fall

Take a moment this fall to conduct “Stay Interviews” across your teams to assist in a re-set. The fall is a natural time of fresh starts, just like the academic calendar. As you plan for the next chapter for your organization or division, how do you better understand what is important to your team? You cannot do this “next” work on your own. This engagement and one-on-one conversations certainly highlights a people-first perspective.

Diane Fennig, Senior Consultant, The Gallagher Group – Executive Search & Leadership Advisors

Prioritize Well-Being Over Efficiency

Companies need to stop prioritizing efficiency over employee well-being. The best way to enhance humane HR planning is to ensure fair pay, encourage real work-life balance, and implement flexible schedules. Businesses often talk about culture but fail to back it up when profits are at stake. 

To make a real change, start by revisiting HR policies, actively listening to employees’ needs, and adjusting based on their feedback. When businesses create an environment where employees feel valued and supported, they’ll see a more engaged workforce and better long-term results.

Bryan Driscoll, HR Consultant, Bryan J. Driscoll, JD, LLC

Implement Comprehensive Employee Feedback

One best practice I recommend for enhancing humane HR planning efforts is to implement a comprehensive employee feedback system. This system should facilitate regular, open dialogue between employees and management, allowing staff to voice their concerns, suggestions, and experiences. By actively seeking and responding to feedback, organizations can better understand the needs and expectations of their workforce, which helps in creating a more supportive and inclusive work environment.

Implementing this practice can significantly impact employee satisfaction and engagement. It demonstrates that the organization values its employees’ input and is committed to continuous improvement. In my experience, this approach not only enhances morale but also drives organizational effectiveness by aligning HR strategies with the real needs and aspirations of the team. By fostering an environment where feedback is welcomed and acted upon, organizations can build stronger, more resilient teams and improve overall performance.

Shehar Yar, CEO, Software House

Adopt Deep Listening Practices

If HR is truly going to keep the “human” in HR, practices need to be human-centered. One best practice organizations should adopt to enhance their humane HR planning efforts is to implement deep listening practices throughout the organization. Deep listening involves actively seeking to understand employees’ perspectives, concerns, and ideas without judgment or interruption. 

By creating dedicated spaces and processes for deep listening, such as standard work for regular one-on-one meetings, facilitated group discussions by experience level or discipline, organizations can gain valuable insights into their workforce’s needs and aspirations. Too many times, traditional HR does things to an organization without asking, co-creating. The practice of listening fosters a culture of trust, empathy, and mutual respect, which are essential for humane HR planning. 

Additionally, deep listening can help identify potential issues or opportunities early on, allowing HR and leadership to proactively address them in their strategic planning efforts. Ultimately, by truly hearing and valuing employee voices, organizations can develop more effective, empathetic, and human-centered HR strategies that align with both business goals and employee well-being.

Jona Wright, Principal Consultant, TalentThrive Partners

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About Humane HR Perspectives

Our round-up series “Humane HR Perspectives” examines the fundamentals of humanising human resources (HR) from the perspectives of top authorities within and relevant to the industry. Q&A sessions with founders, CEOs, HR professionals, business leaders, and other significant players who are influencing the direction of HR are included in every edition.

Throughout the employee life cycle, we address a wide range of subjects in this series, including recruitment and selection, onboarding, training and development, performance management, employee engagement, pay and benefits, and more. We also go over important topics like compliance, change management in the workplace, morale and welfare, workplace communications, and diversity and inclusion.

The “Humane HR Perspectives” series offers insightful advice and practical examples to help develop a more encouraging, productive, and successful workplace—whether you’re an HR professional, a business leader, or just someone who is enthusiastic about creating a great work environment. Join us as we explore the approaches, difficulties, and triumphs that characterise HR humanisation and acquire unique access to the knowledge and experiences of individuals spearheading the movement.

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