Workplace productivity isn’t just about policies and perks anymore, it’s about fluency in human difference. As new generations enter the workforce with different expectations, the challenge for employers isn’t just keeping up, but tuning in. Jodi Hill, vice president of global talent attraction and engagement strategic initiatives at Wells Fargo says HR leaders should evolve their strategies to bring out the best in every employee.

Hill spoke during an executive panel discussion at From Day One’s Minneapolis conference, where leaders shared how their workplaces lead initiatives to create environments that support worker productivity in sustainable ways.

To address the needs of employees, leaders often use surveys to understand how they can better support their workers. Dustin Wellik, vice president of HR strategy and solutions for 3M says his company uses what it calls “active and ambient listening strategies.” By collecting the comments and questions that are made through communication channels, events and town halls, 3M will consolidate them for themes. “You can also start to understand tone,” he said.

“If you start to get hints of anxiety that could be they don’t feel like they’re equipped or capable to perform what we need them to do, or at the volume we need them to do it,” Wellik added. “If they’re resistant, perhaps we're not quite hitting what's in it for them or incentivizing them to lean in.”

At U.S. Bank, one focus is on uplifting employees through a campaign called “Innovation Week.” Kelly Johnson, senior vice president and HR advisory services lead for U.S. Bank said this is part of its attempt to create a culture that fosters innovative ideas and empowers employees to share them. “I think this really allows the team to feel comfortable and to bring those ideas forward and to create that space for change,” said Johnson.

With a new generation of workers entering the field, leaders need to learn how to adjust their management styles and acknowledge differences in the way younger generations like Gen Z function and work. 

Hill said that social media is key to recruiting and attracting new workers because the younger generation has grown up with technology and media. She suggested that “Day in the Life” videos can offer a glimpse into the work day, offering potential applicants with a very raw and realistic image of what it’s like to be an employee for the company.

Enhancing Wellness and Productivity Through Change

When employees are struggling financially or mentally, it can take away from their ability to be productive at work. One of the ways that companies are cultivating an empowered and engaged work culture is by using demand pay or earned wage access. This benefit allows workers to access a portion of their accrued wages prior to payroll at no cost.

“They now have the power to access a portion of those wages and utilize those wages in a way that puts them in a better financial situation, and they’re not coming to work stressed out,” said Steve Davis, national sales manager of business partnerships for Global Payments.

Davis encourages company leaders to look into ways that they can emphasize financial wellness and benefits that can create a better culture. 

When it comes to ensuring that workers' needs are met, leaders should also be able to hold conversations with their staff about what challenges they might be facing and how they as leaders can help. Johnson added that it’s key to have education for leaders to train them on how to start conversions and how to engage in dialogue about employee performance, potential external stressors and what’s impacting the employee. 

At U.S. Bank, the company offers support circles for their employees, a group that allows individuals to connect with others who are experiencing similar things in life. This can include being a new mom, dealing with aging parents or becoming an empty nester. 

“I think sometimes those connections with others that you may not work with day to day, those connections can be very impactful for employees to find a safe space to talk through that get ideas, to be able to be more successful as well,” said Johnson. 

Aside from personal stressors, the economic and political changes can also be distracting, impacting the ability for employees to focus. In these situations, Hill encourages transparency from the company while also putting a lens on what’s impacting the organization and using that as a guardrail for conversations. 

“At Wells Fargo, one of the things I think we have done really well is that we’ve had our leaders be very vocal with conversations about diversity, equity and inclusion and its commitment,” said Hill. She encouraged HR leaders to hold conversations with frontline leaders and guide them on how to navigate discussion about these topics. 

“The volume of change and chaos out there is so overwhelming that sometimes we forget about what’s not changing,” Wellik added. He suggested that while it’s still important to acknowledge the changes, highlighting what will remain the same is equally as powerful, including company values, objectives, goals and culture.

(Photos by Travis Johansen for From Day One)