HR strategies are key to keeping employees happy, productive, and committed to your company. Which is why it is important for you as an HR leader to focus on the right strategies that foster a supportive and engaging work environment.
Which is why, as an HR leader, it’s essential to move beyond basic policies and implement strategies that truly connect with your people.
Effective HR isn’t just about managing people—it’s about creating the right environment where they can thrive. The right approach helps you attract and keep the best talent, while driving performance and business growth.
In this blog, you’ll discover 10 actionable HR strategies that will not only improve your workplace culture but also create measurable business results by addressing real needs in your team.
1. Conduct Emotional Health Assessments to Understand How Your Employees Feel
To truly understand your employees’ wellbeing, consider incorporating Emotional Health Assessments (EHAs) alongside your annual surveys. Partner with a trusted Employee Assistance Program (EAP) provider or a wellbeing specialist to help you conduct these assessments.
As part of your annual health checks, conduct super confidential, online wellbeing tests for your employees. These tests usually measure a person’s sleep, energy, and risks of anxiety, depression, stress, and poor coping skills.
The results will be completely anonymous, but you get an overview of the areas your people need the most help on. Most organizations rely on their annual survey data to do this. An in-house survey can hurt employees’ honesty about their wellbeing, despite good intentions. Doing it with the help of a qualified third party alleviates that risk. Make sure the wellbeing partner shares resources with employees. They need help for their most vulnerable risks.
Low coping skills in employees can harm your business. They risk mental health issues, which can hurt performance. However, those with high coping skills can help their needy colleagues. If a department reports high stress, investigate their work conditions. Then, analyze the networks they use and check for things that harm their mental health.
2. Rethink How Feedback is Delivered
Adam Grant says, “A lot of people love the feedback sandwich. It’s two slices of praise with a meat of criticism in between.” In our memory, primacy and recency effects dominate. More often than not, we forget what’s in the middle.”
Have you heard of a feedback sandwich? It’s when you put two slices of praise with the meat of criticism in between. Instead of that, consider a better approach. It should suit the recipient’s personality. It should deliver feedback in a streamlined way.
If the employees are open to feedback, the managers start with it. They give constructive feedback to address areas for improvement. Once that’s clear, they follow up with specific praise. They acknowledge the person’s positive contributions. This lets them focus on improvement while ending on a positive note.
If they take feedback personally, managers can start with some positive feedback. They can emphasize a recent success or a particular strength. This initial affirmation can help them feel recognized and valued. Then, gently point out areas for improvement. Be honest but encouraging. Help them grow.
Suggested Read: 50+ Positive Feedback Examples to Motivate Your Team
There’s another interesting side to giving feedback – the language you use.
Andrew Huberman, Neurobiologist and Professor at Stanford University cites research that shows how the language you use when giving praise can influence the recipient’s future behavior.
He cites a study on two groups. One group got intelligence praise (e.g., “You’re smart”). The other got effort praise (e.g., “I admire your hard work”). The study found that, over time, those praised for their intelligence performed worse.
They also chose fewer challenging tasks. In contrast, those praised for their effort performed better. They also wanted to take on harder tasks. They didn’t give up.
It shows that rewarding effort is the best way to boost workplace performance and keep individuals motivated over time. So, when your managers give feedback, ensure they praise effort. It works like a charm every time.
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3. Encourage Imperfectionists
As much as being a perfectionist affects you, it affects your team as well. An obsession with perfect details can stifle innovation. It discourages experimentation and calculated risks. This mindset can stop team members from thinking outside the box. They may not propose imperfect ideas that could lead to breakthroughs.
Perfectionists often struggle to let go of tasks. They scrutinize every detail and may take over tasks to meet exacting standards. It can lead to frustration, decreased morale, and a lack of ownership. Even if you’re not a perfectionist, try being an imperfectionist. It’s one of the best things you can do for your well-being, your team, and their growth.
Adam Grant says, “Tolerate the right imperfections in your team. You don’t want to fire the wrong person and make a catastrophic, high-stakes decision. It’s always okay for your team to make the right mistakes, fix them, and learn for themselves. A few mistakes, especially in the learning phase aren’t disastrous, as much as losing an asset is to your company.”
Shifting to an “imperfectionist” approach doesn’t mean lowering standards—it’s about embracing a culture where good enough is sometimes better than perfect, and progress is prioritized over perfection. Leaders who model imperfectionism encourage flexibility, adaptiveness, and a growth mindset.
An imperfectionist leader accepts mistakes as part of learning. They encourage the team to learn from errors, not to avoid them.
4. Make Wellbeing a Priority and Accessible
Wellbeing is a huge differentiator to retaining and boosting employee performance. It shows you genuinely care about employees as a human being. Younger generations, who drive the self-care movement, value wellbeing. They seek companies that provide health benefits for a safe, great workplace.
You might think ‘Don’t many organizations do this now?’. You’re right. But, many Gen Z employees are hesitant to use org-provided mental health apps. They fear being seen as needing help. So, in a crisis, employees often avoid these resources. They need support, but they feel it’s not safe to use them. It is worse for older generations. They still see a taboo in asking for mental health support.
40% of Gen Z and 35% of millennial employees report feeling stressed or anxious all or most of the time. Still, they don’t feel comfortable seeking help, or accessing firm-provided resources, because of a lack of trust. 52% of Gen Z say that their manager would know how to help them if they did raise their mental health concerns.
We need leaders to change this. They must talk about mental health in town halls. They should show it’s okay to seek help. It also shows that asking for help doesn’t make one weak or incompetent. With this safety, people feel more connected to the organization. It allows them to be themselves. You will see more innovation, higher retention, and people going above and beyond for you.
Make short, mandatory courses on accessing wellbeing benefits part of your onboarding. Let people know how they can seek help, and show them how confidential you keep the entire process. This can be a huge motivator for your workforce.
5. Ensure Employees Have the Right Support System to Get Through the Difficult Life Phases
It’s vital to support employees in tough times. It builds a resilient, engaged workforce. Life events, like illness, loss, or crises, can harm a person’s well-being and productivity. Organizations that recognize this and provide strong support show employees they value their work and wellbeing.
An empathetic workplace culture makes employees feel safe. They can discuss personal challenges without fear of judgment. Managers play a key role in identifying employees who might be going through a rough time. It’s essential to train managers to spot signs of stress, burnout, or personal issues. But, they must respect privacy. They should also refer employees to support resources. And, have compassionate, non-intrusive conversations.
A well-structured crisis support plan is crucial for employees going through major life events. This might include contacts, like HR reps or crisis counselors. And, a clear process for accessing emergency leave or resources. Offering financial wellness resources can help employees. These include counseling, savings programs, and emergency loans. They can reduce money-related stress by providing support when it’s needed most.
PandiMeena says, “There was a senior leader who confided in us that he was taking care of his terminally ill daughter. He had to take time off frequently to tend to his daughter’s treatment. Since he was a trustworthy person, an excellent leader, and a good human, we made sure he got the right support he needed, to keep the job, and still be able to tend to his child. He was transferred to a less critical function, and given paid leave. He’s still one of our loyal employees. We knew he just wanted the right support, and we gave it to him at the right time.”
6. Introduce Coaching for Future Leaders
Development is the best perk you can offer your employees, both new and old. Everyone is on a unique journey and needs a skill boost and guidance from time to time to get to the next level. Using expert coaching for focused development shows your employees that you trust them. It also shows you are willing to invest in them to create a better future.
A structured coaching program feeds directly into succession planning. By preparing a pipeline of ready-to-lead talent, you can avoid disruptions when key leaders retire or move on. Employees are better prepared to take on critical roles when needed. This ensures a smooth transition and continuity of knowledge.
It also raises retention rates. Employees prefer to stay with organizations that support their career growth. Coaches are a sounding board for discussing problems and solutions. They help employees develop problem-solving skills and a proactive approach to hurdles.
When coaches are hired internally from existing employees, that’s a morale booster on its own. This is another way to involve your organization’s seasoned, expert employees. It will honor their experience and skills, and put them to good use. They can mentor the young to be better, informed leaders of tomorrow.
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7. Encourage Help-Seeking and Reward Initiative
Andrew Huberman, Neurobiologist and Professor at Stanford University says, “One of the best ways to analyze mistakes and learn from them is by asking for help. It’s a key differentiator between high performers and low performers. Consistently high performers seek help to understand why they didn’t perform well, without getting emotionally attached to their failures, or areas of improvement. It solidifies growth mindset.”
Encouraging help-seeking and rewarding initiatives are powerful. They reduce stigma around vulnerability, promote growth, and drive success. Often, employees hesitate to seek help for fear of being seen as incapable or inadequate. Leaders can help by stressing the need to ask for help. They should share their own experiences of seeking support.
Also Read: The Guide to Successfully Driving OKR Adoption
Regular team meetings, one-on-ones with managers, and drop-in hours with HR create safe spaces for employees to share their challenges. When employees feel safe to discuss challenges, they seek help early. This reduces the risk of issues escalating.
Leaders skilled in compassionate listening can make employees feel safe to share. When leaders respond well to help-seeking, employees feel encouraged. They trust they will be met with understanding.
Rewarding initiative encourages employees to act, despite uncertain results. It shows that effort and growth are valued. It values employees who take the first step. This includes learning a new skill, suggesting improvements, or tackling a tough task.
This reward structure shifts focus from just results to the process. It makes employees more inclined to try new things.
8. Turn Performance Review Meetings Into Coaching Calls
Performance reviews aren’t just feedback-sharing meetings. They’re a chance to coach your employees and develop a constructive dialogue with them. Be their coach and mentor. Support their success, no matter their job status.
Ask about their 10-year and 5-year goals. What interests them in their work? What gets them out of bed each day? As they speak take notes, which will come in handy when the next project relevant to their interest comes up.
You can readily hand it over to them, and be assured of a job well done. Sit down with them. Carve out a roadmap, based on their interests, abilities, and likes. Show them they can see a future here. It should be worth their effort and intellect to invest in your cause.
This is a crucial meeting to solidify their trust in you and your team. Make it useful to them and their career.
PandiMeena, a Senior Human Resource Business Partner at a renowned IT company says, “If an employee shows potential, and is putting in earnest efforts, sit down and talk to them about how they want to move forward. We’ve sponsored courses for employees to pursue, given them projects to test their skills on, special mentoring from senior leaders and promotion, or job enrichment when the opportunity presents itself. The leaders you create will stay longer with you than the ones you hire from the market.”
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9. Introduce ‘Returnship’ Programs
Everyone takes breaks at some point to tend to caregiving, sickness, or education. These occasions require full attention. They also need money to get through them. They return to work when they can manage their caregiving duties.
When they are bombarded with work or titles, they get overwhelmed. If they are cornered when they re-enter the workplace, they feel disillusioned. Their only option is to choose another company, one that makes the transition easier. Instead, let’s treat their rejoining as another onboarding. Let’s give them a great experience.
They’ve already been with your company, so they’re familiar with the culture. You just need to update them on what they missed. Also, check in on their needs. They may need resources or support. They are juggling two, demanding commitments. Both require a lot of emotional and mental effort.
The same goes for boomerang employees too. Boomerang employees often return with new skills from their time at other companies. A re-entry plan helps companies to use and integrate these new views. A re-entry plan should address these. It should offer targeted development and clear career paths.
A good returnship program gives a clear path. It often includes mentorship, feedback, and check-ins. This support helps returnees rebuild their confidence and feel valued. It helps them adjust to a professional environment.
10. Encourage Mutual Learning Initiatives
There are about 5 generations at work right now, and they don’t seem to know each other very well, apart from work. The leaders must know everyone’s challenges to frame policies. That’s why mutual learning is a great idea. It pairs a Gen Z employee as a mentor to an older, experienced leader.
In this setup, both parties meet regularly. They create an agenda. The Gen Z employee answers the leader’s questions.
They can discuss the younger generation’s views on work. They can share ideas to improve the workplace and provide insights the leader may lack. This way, policy-level changes that address Gen Z wellbeing concerns can be met.
In turn, your older generations can help your younger ones. They can provide coaching, soft skills, and life-work balance advice. This way, people can learn from each other. They won’t need external resources. They will also form stronger bonds, improving company morale.
Conclusion
In the end, these measures boost performance. They also improve team cohesion, job satisfaction, and retention. A focus on improvement, flexibility, and support empowers employees. It helps them reach their full potential and drives long-term success.
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Frequently Asked Questions
1. What HR strategies can improve employee retention?
To boost retention, HR leaders should focus on strategies like emotional health assessments, personalized feedback methods, wellbeing programs, and leadership development initiatives. These strategies foster a supportive work environment and address employee needs, keeping them engaged and committed.
2. What is wrong with the “Feedback Sandwich” approach?
The feedback sandwich, where praise is given with criticism in between, can dilute the impact of feedback. Instead, HR leaders should provide direct, constructive feedback followed by praise, ensuring that employees feel valued and understand areas for improvement.
3. What are the best strategies for reducing turnover in high-impact roles?
To reduce turnover in critical roles, invest in succession planning and leadership development programs. Conduct stay interviews to understand why employees remain in high-impact positions and address any concerns proactively. Additionally, ensure compensation and benefits packages are competitive, and provide clear career advancement pathways. Offering regular feedback and recognition also reinforces employees’ commitment to their roles.
4. How can HR support employees during life crises?
HR can offer a supportive work environment by providing flexible leave options, crisis counseling, and financial wellness programs. This helps employees navigate difficult personal events, maintaining their productivity and loyalty to the company.
5. How can I improve employee engagement across diverse teams?
To enhance employee engagement in diverse teams, focus on inclusive leadership and tailored communication. Implement regular surveys to gauge team satisfaction and identify pain points. Invest in training for managers to ensure they can lead diverse teams effectively. Additionally, create development opportunities that are accessible to all employees, fostering a sense of belonging and engagement across different backgrounds.
