Source | www-myhrfuture-com.cdn.ampproject.org | Caroline Styr
Recently, on the Digital HR Leaders podcast, we were fortunate enough to be joined by two fantastic leaders – Arianna Huffington, Global Founder and CEO of Thrive Global and Donna Morris, CHRO at Walmart. David, Arianna and Donna discussed
How the role of the Chief People Officer has changed since the beginning of the pandemic
What the impact of these increased expectations has had on Chief People Officers themselves
The lessons in workforce agility Walmart has learned from hiring over 500,000 associates so far in the crisis and how they will carry these learnings forward
How to adopt the mindset to find opportunity in ambiguity and why it is important that Leaders set the tone
What HR can do in 2021 and beyond, to capture more value for the business
The ‘happy worker–productive worker’ theory dates back nearly a century. It posits that employees high in well-being also perform well, and vice versa.
At Walmart, the ‘happy worker-productive worker’ theory seems to be working. “I can tell you the retention rate of talent across Walmart is right now, extremely strong. Why? Because people know we care. They know that it is not just what they are doing, it is how they are doing it. And they know that the organisation is focused on the associate experience. I believe that one of the biggest, I will call it returns on investment, is reinforcing the importance of people to your organisation,” says Donna.
The business case for employee wellbeing is clear, with prolific research demonstrating the correlation between wellbeing and performance. One meta-analysis demonstrated not only the correlation between the two, but that it does not matter which level you provide employees with resources to address wellbeing – the individual level, group level, leader level or organisational level. In other words, whatever organisations can do to address employee wellbeing, they should do.