Skip to main content Skip to footer


Building trust will enhance
employee potential and leave
your people and your business
Net Better Off

September 23, 2020


What’s in this article

The CHRO is a catalyst for growth

Unlock people’s potential—boost business

A groundbreaking new model:Net Better Off addresses fundamental human needs

What to ask TODAY to be better off TOMORROW

Taking care of business by taking care of people: Five Sweet Spot Practices

Sweet Spot Practices: The impact

Few organizations focus on Sweet Spot Practices despite associated positive workforce behaviors and financial rewards

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.

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.

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.

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.

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.

The Modern HR Mindset

These goals are closely tied to the fact that Modern HR leaders feel much more responsible for leaving people net better off than their peers—2.3 times more responsible.

Modern HR leaders take more responsibility for people’s needs

Modern HR Graph Modern HR Graph Modern HR Graph

What are the hallmarks of Modern HR leaders?

Less than 20% within our study were Modern HR leaders. While a small group, it is a vital and emerging set who are charting a different course by putting people at the heart of all they do.

The Modern HR Mindset

Elevate people. Lift your business.


David Rodriguez, Ph.D.


Get the essentials

20 minute read

Full Report

View Full Report

Stay in the know with our newsletter