Human-centric work design – comprised of flexible work experiences, intentional collaboration and empathy-based management – surpassed “flexible-hybrid” in all outcomes. The study found that intentional collaboration increases the likelihood of high employee performance by 2.9 times, compared with just 1.6 times for even the best performing location model.
“Location-centric work designs are often rigid, which amplifies fatigue, degrades performance and drives employees away,” said Brent Cassell, vice president in the Gartner HR practice. “Leading organizations are designing workflows, work rituals and workplaces around holistic human needs – physical, cognitive, emotional – rather than forcing individuals to conform to legacy practices.”
Business leaders can implement human-centric work design by creating a hybrid work model that focuses on two areas:
“Underlying human-centric work design is the principle of giving employees and teams the autonomy to set their own work conditions, while holding them accountable for results,” said Waller.
Gartner research shows granting employees autonomy over how they do their work, and achieve the desired outcomes, pays dividends in overall performance. In fact, the Gartner survey found that employees who are allowed to decide when they work are 2.3 times more likely to achieve higher performance than employees without autonomy. Autonomy also reduces workers’ fatigue by 1.9 times – which is critical for sustaining performance over time – and increases employee loyalty.
“Accountable autonomy is not a free for all or an automatic right,” said Waller. “It’s a practice where leaders hold employees and teams accountable to deliver outcomes, rather than overfocusing on how they achieve those results.”
Incorporate Employee Perspectives
Employees who were able to provide strong input into their organization’s work design were 2.5 times more likely to achieve high performance and four times more likely to report lower fatigue.
HR leaders implementing new work designs must also account for evolving needs and change management.
“Leadership teams who view the post-pandemic work world as an opportunity to redesign how they operate can move their organization to a higher level of performance and stand a chance to win the competition for talent,” said Cassell.
Gartner clients can read more in the report “Human-Centric Work Models Proven to Drive Performance the Most.”
About the Gartner HR Practice
The Gartner HR practice brings together the best relevant content approaches across Gartner to offer individual decision makers strategic business advice on the mission-critical priorities that cut across the HR function. Additional information is available at http://www.gartner.com/en/human-resources/human-resources-leaders. Follow news and updates from the Gartner HR practice on Twitter and LinkedIn using #GartnerHR. Members of the media can find additional information and insights in the Gartner HR Newsroom.