01 Enable continuous learning
Organizations that lead in this practice use data analysis to anticipate future skills needs. They deconstruct and reconstruct roles, determining which tasks are best suited for machines and which require uniquely human skills. They also use technology and innovative methods to make people’s learning experiences more effective and accessible.
02 Listen to what your people need at the front lines
Organizations that lead in this practice use technology to anticipate, predict and quickly respond to their people’s needs. They use two-way applications that flag trends while giving individuals a voice. This allows them to build trust by applying insights in a way that provides clear benefits to individuals, not just to the business. Our research found that 92 percent of workers are open to the collection of data on them and their work in exchange for an improvement in their productivity, well-being and other benefits.
03 Use technology to enable flexible work
Many businesses apply intelligent technologies to automate tasks and improve productivity. Organizations that lead in this practice do more. They select and apply technologies that enable them to reimagine work and processes through greater human-machine collaboration. They use technology to accelerate flexible work, freeing their people to engage in more fulfilling and innovative work.
04 Champion workforce well-being and equality
This practice requires more than having a program: that’s a “check-the-box” effort. Organizations that lead in this practice continually support and refine their well-being initiatives to reflect people’s changing needs. For instance, in the midst of the current pandemic, organizations have had to be nimble to redesign and create initiatives to safeguard the physical and psychological well-being of their workers. Similarly, many organizations are mobilizing to become more inclusive places to work and nurturing a culture that elevates a sense of belonging and accelerates equality for all.
05 Set and share people metrics
The most equal and diverse cultures experience 11 times the innovation mindset of the least equal and diverse, according to Accenture research. Organizations that lead in this practice showcase their commitment by ensuring people metrics are in place. There should be accountability and transparency with regard to these metrics, and, ideally, targets and results should be shared publicly to strengthen accountability. In light of the ongoing social discourse regarding racial and social injustice and the fact that individuals identify across many different dimensions, leading organizations need to focus not only on their commitment, but also on their actions to create a workplace where individuals feel they belong and can be the same person both inside and outside of work.