Helping people achieve personal and work-related goals supports attraction and retention as well as improves productivity. A personalized approach to work supports key HR and people priorities including: enabling performance; embracing diversity and inclusion; lifting engagement; boosting wellbeing and nurturing agility and creativity. Personalization is especially effective at driving repeat engagement and loyalty over time. Researchers have found that when employees feel their work aligns with their self-image and improves their sense of belonging they feel more comfortable, more collaborative with others, and more enthusiastic about their work. Employees today want to be themselves at work and want their managers to recognize them as a whole person with unique needs. They want their employers to understand, respect and accommodate that. This means really listening to them and then designing the work and the culture in a way that allows for individualization and personalization.
What we will cover
- What: Defining Personalization of Work
- Why: Why is Personalization of Work key in attracting and retaining talent, creating a productive workplace and enabling future success for both individuals and the organization
- How: What are the key components that make personalization of work successful?
- Who: The responsibility for enabling this personalization lies with HR and people professionals. We will explore this topic from the perspectives of job crafting, recruiting and benefits.