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We’re unpacking the forces driving HR and business action over the next half-decade. We’re putting these forces in historical context, while also providing HR leaders with actionable advice on how to assess their risk, prepare their teams, and better understand the ramifications of inaction.
Who holds the keys to a productive employer-employee relationship?
At the most successful, healthy businesses, it’s a shared investment.
The concept of stakeholder capitalism holds that in ideal circumstances, the employee (or candidate) can cash in their accrued capital for better compensation and better working conditions, whether here or elsewhere.
But stakeholder capitalism can benefit job creators, too. They can practice it by catering to a broader swath of the employee population, in the process appealing to more job seekers who share their values and commitment to a stated mission. Research suggests that doing so leads to better treatment of employees – to the extent that people might even accept lesser pay.
How can HR and business leaders reap those benefits? Let’s dive into a few of the ways.
Ensuring employee safety is organizational Job One.
For better or worse, safety is a recurring theme among modern jobseekers, one that resurfaces regularly in employee engagement data.
