9 HR initiatives examples to inspire you

Building a modern, inclusive workplace

1. Diversity and inclusion programs

Despite the recent debate over its usefulness, statistics on Diversity, Equity, and Inclusion (DEI) suggest that this strategy can have a tangible impact on organizations that want to see real business results in the form of dollars and cents. In fact, a study from consulting giant McKinsey has shown that for every 1% increase in diversity, companies can expect a 3%–9% increase in sales revenue.

Another number to note is that 80% of Americans want to work for companies that support DEI initiatives. This could present a “win-win” for organizations that want to build a productive team while still keeping an eye on profits.

2. Employee well-being initiatives

The Society for Human Resource Management found in its 2024 Employee Mental Health Research Series that 44% of Americans reported feeling burned out at work. In some cases, this can lead to a drop in productivity and unhappy employees.

Workplace wellness programs, mandatory breaks throughout the day, and extended leave and flex work policies can all help employees achieve a better work-life balance. From offering yoga classes or setting up an employee assistance program (EAP), there are many HR initiatives that support employees’ well-being and keep them feeling refreshed and able to do their best work.

3. Flexible working arrangements

It’s no secret that remote work has become more common than ever. Not only is remote work a useful asset for employers who can gain access to talent pools all over the country, but an extraordinary 95% of American workers want flexible working arrangements.

There are certainly workplace culture benefits to having employees in the office and organizing in-person team-building activities. However, the vast majority of people view work as distinctly separate from their personal lives and want to keep it that way. Offering hybrid or remote work opportunities is one of the easiest ways to increase your employees’ happiness.

Fostering employee growth and engagement

4. Gamification and engagement initiatives

Another way some organizations increase camaraderie is by creating friendly competition among team members. For instance, a contest could consist of offering prizes to the account executive who closes the most sales or the customer service representative who resolves the most client tickets. This is a great way to get employees excited about what they do and support the business’s bottom line.

That said, cash doesn’t always have to be king. You can incentivize employees by encouraging them to take classes or training to invest in their professional development. Or, providing rewards for employees who set up wellness activities for their coworkers.

5. Mentorship programs

About 80% of employees say that they want access to more professional development opportunities. One of the easiest ways to support individual goals is to set up a mentorship program that pairs higher-level employees with entry-level or mid-level workers.

This isn’t as simple as saying, “Managers should act as mentors to their direct reports.” Setting this up can be part of a company-wide push to “move the needle” on important HR metrics, such as employee satisfaction.

While it’s important to encourage managers and their reports to build strong relationships with one another, it can make sense for mentorship programs to pair up individuals based on interests that go beyond the office. A great mentorship program is one that inspires an employee to learn a new skill or level up into another because they were encouraged to do so by a mentor.

6. Employee recognition programs

In most cases, employees want to be recognized for their accomplishments. Data from Gallup suggests that many employers are falling short when it comes to feedback. In a recent survey, only one in three workers said they regularly receive recognition — positive or otherwise.

Employee recognition programs not only help individuals feel better about themselves and their work, but can also break down barriers between teams and increase transparency throughout the organization. It may be as simple as recognizing one or two employees at a weekly all-hands meeting or setting up a system in which team members can publicly give one another kudos.

Sustaining long-term professional success

7. Work-life balance initiatives

Offering remote work and flexible office hours can be one of the least complicated ways to support employee well-being and happiness. However, that’s not always the simplest HR initiative to implement for all businesses. Other ways to support work-life balance for your employees include offering strong parental leave policies, a paid sabbatical after a term of service, or even organizing a company softball team.

Work-life balance is very often something that employers expect individuals to advocate for themselves. They see it as an employee’s responsibility to leave work on time, take vacations, or avoid working on the weekends. However, some employees need a push from the powers that be. This can mean an occasional reminder announcement to your team to make sure that everyone is taking advantage of mandatory time-off or a no-emails-off-work-hours policy. Having company-wide buy-in — especially from leadership — shows all staffers that these policies are more than lip service.

8. Leadership development programs

In their own right, leadership development programs may work in conjunction with mentorship or outreach initiatives. Providing employees with skill development opportunities and rewarding those who take you up on the offer with raises or promotions is a great way to put your money where your mouth is. It can be more cost-effective to retain an employee rather than hire a new one. It’s also in your organization’s best interest to upskill employees and keep talent as long as you can.

9. Feedback mechanisms

Employees appreciate both performance reviews and opportunities to express their opinions as much as managers value the ability to give constructive, actionable feedback. Setting up mechanisms that allow managers and team members to provide feedback to one another can lead to a more engaged, motivated workforce that feels accountable both to themselves and to one another.