Meta's Culture Rising 2023 trends report highlights five key ways in which the world's values are shifting, providing insights for brands to adapt and thrive in the ever-evolving landscape of modern marketing. As people's priorities and expectations continue to change, employers and people operations teams need to be mindful of these shifts and adapt to meet the needs of their employees.

Comfort and Joy: The Rise of Hobbies

• A quarter of people surveyed globally have taken up a new hobby in the past six months, showing how hobbies and activities have become an integral part of people's lifestyles.
• Employers should encourage a healthy work-life balance that allows employees to pursue their hobbies and interests outside of work.
• Consider offering flexible schedules or remote work options to allow employees to devote more time to their hobbies.

Retrocore: Nostalgia is Back

• Nostalgia for the '80s, '90s, and '00s is becoming increasingly popular, with 2 in 5 Gen Zers surveyed expressing a fondness for '90s music and entertainment.
• Brands can tap into this trend by incorporating nostalgia into their marketing campaigns or products.
• Employers can leverage nostalgia to build a sense of community among employees by hosting retro-themed events or activities.

Allyship: Supporting Universal Causes

• People are championing universal causes like human rights, and driving change like never before.
• Brands should take a stand on important issues and demonstrate their support for universal causes to earn customers' loyalty.
• Employers can show support for universal causes by offering paid time off for activism, making charitable donations, or hosting events that promote social awareness and inclusivity.

Brand Friendship: Connecting with Customers

• People increasingly want brands to act like a best friend, understanding their values and showing that they are on the same wavelength.
• Brands can build stronger relationships with customers by creating authentic connections through social media engagement and personalized marketing.
• Employers can foster a sense of belonging and camaraderie by creating a strong employer brand that aligns with the values and interests of their employees.

Planetary Paradox: Environmental Consciousness

• The environment is becoming a more pressing concern for people as they experience personal consequences like higher heating bills and difficulty obtaining potable water.
• Brands should prioritize sustainable practices and communicate their commitment to the environment to appeal to socially conscious customers.
• Employers can encourage environmental consciousness among employees by implementing eco-friendly practices in the workplace and providing resources for employees to reduce their carbon footprint.

As values continue to shift, it's essential for brands to stay attuned to the needs and priorities of their customers and employees. By adapting to these trends, employers can create a more inclusive and engaging workplace culture that resonates with their employees and attracts top talent.

Watch On-Demand Now — Pick Your Sessions of Interest:

Why culture matters and what to do about it, with Didier Elzinga

Building an equal, inclusive and diverse workplace, with Valerie Jarrett

How Snooze Eatery built a resilient company culture rooted in data, action, and care

Together, we’ll dive into insights, guidance, and practices on:

Building and nurturing culture first foundations

Learn how to overcome unexpected change by making culture the foundation of everything you do.

Designing impactful employee experiences for everyone

Explore the latest data, tools, and best practices organizations use to amplify the employee experience.

Creating a better world through work

Meet employees’ expectations for meaningful work through social impact and action.

Take notes from leading thinkers, researchers, and doers.

Speakers

Esther Perel

Psychotherapist, bestselling author and host of podcasts Where Should We Begin? and How’s Work?

Edward Enninful

Editor-in-Chief of British Vogue and European Editorial Director of Vogue

Steffi Jones

World-renowned coach and World Champion German football player

Didier Elzinga

CEO & Co-founder of Culture Amp – a fast-growing unicorn startup & global leader in employee experience

Georgina Reeves-Saad

Employee Engagement and Experience Lead at British Council

Dr. Barbara Zesik

Chief People Officer at Omio Travel

Nicole Stewart

Organisational Behaviour Manager at Dnata

Nayomi Lardier

Talent Director and Diversity & Inclusion Lead at Deezer

Benjamin Kandebe

Customer Success Coach at Culture Amp

Rachel Morley

Chief Product Officer at Culture Amp

Charlotte Mosley

Senior People Scientist at Culture Amp

Jessica Brannigan

Lead People Scientist at Culture Amp

Sonal Chauhan

Senior Customer Success Coach at Culture Amp

Jessica Barlow

Chief People Officer at Foundry

Arne Sjostrom

Lead People Scientist at Culture Amp

Carmen Amador Barreiro

Senior People Scientist at Culture Amp

Jessica Brook

Director of People Science at Culture Amp

Discover the benefits of a people-first culture and learn how to create a human-centered work environment that prioritizes the well-being and needs of employees. Our micro course for HR professionals covers the importance of meaningful work, the adoption of human-centered methods and technologies, and the creation of cultures that support personal growth and a holistic approach. Embrace a people-first culture and drive success in your organization!

7taps was used to create this snackable course—an abridged version of our article on human-centered work. If you're interested in in creating similar courses (such as for onboarding new employees or a similar use), continue here to learn more about just in time learning.

Human-Centered Work Culture Course (Expanded)

This nano-course is designed for HR professionals and aims to help them create a more human-centered work environment that prioritizes the well-being and needs of employees. It encourages HR professionals to think beyond traditional work models and adopt human-centered methods and technologies to increase productivity and well-being.

The course also emphasizes the importance of meaningful work and encourages HR professionals to consider the needs and well-being of both employees and customers in their work. By building cultures that support personal growth and a holistic approach, HR professionals can help create a positive impact on the broader community and ensure the success of their organization.

1. Human-centered work: HR professionals play a critical role in shaping the work experiences of employees and building cultures that foster success and well-being.
2. Work must prioritize people's needs & well-being!
3. Recognize that work is not just a means of income generation. It is a means for personal growth, self-expression, and enjoyment. Work can provide opportunities for learning, perspective, self-affirmation, and making a positive impact on the world.
4. Toss out traditional work models. Ways we work may not always be the most effective or sustainable. Long hours means sacrificing time that could be enjoyed with our families—just for the sake of productivity—and is not sustainable in the long term. It often leads to burnout and reduced productivity.
5. Avoid burnout by seeking human-centered work. Unlike traditional work models, human-centered work seeks to find ways to increase productivity while also supporting the well-being and happiness of employees.
6. Consider adopting human-centered methods & technologies. Technology gives us unprecedented leverage, but it is only useful if it is surrounded by the right rules, mental models, policies and procedures, habits, and paradigms.
7. Meaningful work matters. As a leader in your organization, you have a responsibility to help employees find meaningful work by building cultures that support personal growth, providing resources for success, and fostering communication and collaboration.
8. Consider the needs and well-being of both employees and customers in your work. Be sure to create cultures that support personal growth and a holistic approach to ensure meaningful work and positive impact on the broader community.
9. "Culture eats strategy for breakfast." Having a culture that values both employees and customers and is focused on their well-being can help make your plan successful.

To create an innovative team culture, team members must trust and rely on each other. Trust is essential for any effective collaboration. Team members need to feel that they can openly share their ideas and suggestions without fear of ridicule or rejection. They also need to feel confident that the team will support them in developing creative solutions.

You can foster a supportive workplace culture by creating a positive environment where everyone is encouraged to take risks and experiment. The team should be open to change and willing to try new things. The members should also be willing to listen to each other and respect different points of view.

Ultimately, the goal is to create a team that is united in its mission and knows how to communicate clearly to get their respective jobs done. This workplace environment and team dynamics require the right tools, business systems, and agency to complete their respective tasks. In addition, employees need psychological safety to bring about new ideas and innovations and fail forward.

What steps do you need to take as an employer to ensure an innovative team culture? Take a deeper look at innovation and how you can develop it in your company.

Innovation as an Organization

Innovate, innovate, innovate. If you're not moving the dial forward, you're failing. Right? While progress seems to be the staple of a successful company, how and what a business grows and develops isn't specified. Moreover, there are no set steps to being more innovative, which isn't like flipping a switch. Innovation requires time, nurturing support, and trust.

A massive step in the right direction is creating an environment where employees feel like they can work on new ideas and give them time and incentives. Everyone should understand where the organization is going, where it's been, and what they believe in now.

When you find and appreciate talent who are driven and naturally curious, your organization needs to give them the space to innovate and think creatively, giving them time on the clock to workshop those ideas and, if required—a budget. Collaboration and creativity go hand in hand, as do innovation and failure. Your team needs to believe that everyone, from their co-workers to the highest executives, will be there to work with them and support them through it all.

Innovation Through Remote-First

Remote-first work prioritizes remote employment. Unlike remote-friendly or traditional workspaces, remote-first work is done "offsite" by default. Employers develop all of the company's procedures and culture around working remotely. While solely traditional work only offers in-office work, remote-first employers offer both work-from-anywhere and work-from-the-office setups. In that way, it is different from remote-only as well. The idea is that it provides the best work environment option for each type of employee—those who work best from home or alone—and those who work best in a traditional office setting.

Thanks to the innate flexibility that remote-first work offers, these companies can be more adaptable to change and scale their business more efficiently. Remote-first work also offers better talent acquisition and retention. A Stanford study even noticed a 50% decrease in employee turnover when a business adopted remote-first work.

Employees also tend to be more productive in a remote-first culture. Many believe this is tied to eliminating commutes, removing in-office distractions, allowing employees the flexibility to work when they can be most productive, and more.

How to Create the Best Remote-First Culture

Ensuring performance and employee satisfaction in a remote-first environment might seem challenging. However, you can incorporate several essential tips to create a successful remote-first workspace for your business and employees.

Communication is Key

Since remote teams are typically always in different locations, which can even mean different time zones, tools and protocols need to exist for regular work-related communication. Shared drives like Google and dedicated communication channels like Slack will be necessary. Video and virtual meetings will be especially important because they'll be the closest to in-person meetings.

Documentation

Sharing information is particularly important for remote-first workplaces. Crucial information and conversations need to be documented and stored in a secure, accessible place. By providing access to the exact tools you want them to use and clearly defining document security protocols, you'll keep information secure and avoid potential leaks if that information were to be stored locally on someone's PC.

Productivity Over Hours

Flexible hours are part of what makes remote work so appealing to employees. Allowing your employees to work around essential activities will make them feel appreciated and ensure they're most productive when they are on the clock. Instead of measuring their success through hours worked, focus on tasks completed and results achieved.

Get Together as a Team

Employees working worldwide can be challenging to get together as a team and connect. That associated loneliness can make being productive a challenge for employees and take a toll on their mental health. Planning annual or quarterly company events can help employees connect and form constructive bonds. Virtual meetings, group chats, and online activities will be even more critical if your company doesn't have the resources to do this.

For more readings about remote-first culture and to take the next steps to pioneer an innovative remote-first culture for your organization, see the Google re:Work guide here. Explore more of our upcoming HR webinars, as well as HR articles and guides here.

Enabling employees to grow within your organization builds engagement and loyalty. A mobility mindset encourages your best talent to stay, while helping you build a powerful employer brand that will attract job seekers looking for this sort of dynamic environment.

Watch This Webinar on Workplace Culture Now

Watch now

Join INTOO Career Coach, Lisa Nichols, as she dives into this approach. This session will cover:

• What is a mobility mindset?
• Benefits of this strategy
• Obstacles of adopting & how to overcome them
• How to move forward & implement

Join this workshop webinar on ⏰ June 23 at 7AM EST / 1pm CET to find out what creates a healthy culture and how you can design one.

Register now

This HR webinar will cover:

• Why company culture is replacing the performance focussed approach.
• How company culture can be designed.
• Practical ideas and resources for using workshops to start designing the culture in your organization

Register now

We are pleased to share an invitation to collaboratio helvetica’s Monthly Community Call, an inclusive digital event designed for learning and shared dialogue. This month's session, Trauma Awareness and Applied Trauma Sensitivity: How can they foster healing and contribute to systems change?— offering participants valuable insights into understanding trauma and applying trauma-sensitive practices.

The session will cover:

• An exploration of different types of trauma and their impacts
• The role of self- and co-regulation of the nervous system
• Approaches to being trauma-aware and responsive

Participants will have the opportunity to engage in reflective exercises and discussions — aimed at deepening their understanding and discovering practical ways to integrate trauma sensitivity into their personal and professional environments.

Featured Facilitators:

• Diana Oser, Community & Partnership Coordinator at collaboratio helvetica
• Natalia Bayurova, Geneva Chapter Lead and co-founder of the Global Trauma Chapter for Culture First, co-founder of the Trauma Circle on InnerMBA and Trauma and Neurodivergence Initiative (MMTCP), and an award-winning trauma-informed facilitator. Natalia brings a multifaceted background in international law, sustainability, social impact, and trauma sensitivity.

Who Should Attend: This event is open to HR professionals, community leaders, change agents, and anyone interested in trauma awareness and system change. Attendees are encouraged to invite colleagues or peers who might benefit from this insightful session.

How to Join: Advance registration is required (https://collaboratiohelvetica.ch/event-agenda/community-calls-24-11-13). The Zoom link will be provided via email one day before the event.

Have your employees discussed the US election or recent international conflicts and geopolitical events, such as those in the Middle East or other regions? As national and global events unfold, workplaces may become spaces where differing perspectives emerge, potentially sparking heated debates. Discussions around such conflicts can be especially emotional and divisive, making it critical to foster a respectful and inclusive environment. In this HR webinar, you'll learn strategies to manage these discussions, promote respect, and maintain a positive work culture during politically charged times.

What You'll Learn:

• Implement a Civil Behavior Training Program: Build a framework that encourages respectful communication.
• Coach Managers on Conflict Resolution: Equip leaders with skills to foster civility and address negative behavior proactively.
• Diffuse Tense Situations: Learn mediation techniques to de-escalate heated discussions.
• Foster a Positive Culture: Create an environment where employees feel supported and can thrive.
• Prepare for Post-Election Tensions: Get tools to manage potential fallout after election results.

Speakers:

• Catherine Mattice, MA, SPHR, SHRM-SCP – Founder of Civility Partners and Strategic HR Consultant with expertise in building positive workplace cultures.
• Bob Berk, PhD – Mediation Consultant at Civility Partners, specializing in conflict resolution, leadership training, and mediation.

Earn HRCI & SHRM credits by attending.

Watch now >

Join WorkBravely 2024, a virtual gathering of HR and People Leaders dedicated to exploring the critical issues shaping the future of work. This event is designed to empower you with practical strategies, expert insights, and innovative solutions, all aimed at helping you navigate the evolving workplace landscape with confidence and resilience.

Sessions are led by industry visionaries and experienced HR professionals who will dive into the challenges and opportunities you face every day. Whether you're dealing with the complexities of supporting your team through political turmoil, revitalizing Employee Resource Groups (ERGs), or managing stressed-out employees and struggling managers, WorkBravely 2024 provides the tools and strategies you need to succeed.

Agenda Highlights and On-Demand Webinars

1. Invest in ERGs or Fall Behind: How They Drive Talent, Innovation, and Profit

• Sarah Sheehan, CEO of Bravely
• Tony Bond, Chief Innovation Officer, Great Place to Work

ERGs are more than just support groups—they’re powerful drivers of diversity, innovation, and business growth. Join Sarah Sheehan and Tony Bond as they discuss how investing in ERGs can become a game-changing strategy for your organization, leading to improved talent development, employee engagement, and profitability. You’ll learn best practices for implementing or enhancing ERGs to maximize their impact.

2. HR Unfiltered: The Mess, the Stress, and Why Everybody Hates Us

• Hebba Youssef, Founder, I Hate It Here Newsletter
• Sarah Sheehan, CEO of Bravely

The post-pandemic workplace has turned HR roles into some of the most challenging—and often thankless—positions in business. In this candid session, Sarah and Hebba explore the complexities of managing chaotic workloads, the growing distrust of HR, and strategies for staying resilient and effective. If you’ve ever felt overwhelmed or undervalued, this session will provide a space for honest conversation and actionable advice.

3. Surviving Election Chaos: How to Keep Employees Engaged During Political Turmoil

• Alex Seiler, Fractional CPO
• Dr. Kristen Swigart, Lead People Scientist, Culture Amp

As election season approaches, political discussions and tensions are bound to seep into the workplace. This session with Alex Seiler and Dr. Kristen Swigart offers practical approaches to navigating this period of heightened emotions and distraction. Discover effective communication strategies and learn how to keep employees focused, engaged, and supportive of one another, no matter their political views.

4. When Managers Are Struggling and Damaging Engagement: How to Turn Things Around

• Dr. Kristen Swigart, Lead People Scientist, Culture Amp
• Toni Thompson, CHRO, Etsy

Underperforming managers can severely impact employee engagement and overall productivity. In this session, Dr. Kristen Swigart and Toni Thompson will explore why some managers struggle and how HR leaders can intervene to support and empower them. You’ll gain insights into coaching techniques, management training programs, and proactive strategies to transform your team’s culture and morale, turning disengagement into growth.

What You'll Learn

• Gain Valuable Insights: Learn directly from top industry leaders as they share strategies and data-driven insights on managing modern workplace challenges.
• Professional Development: Earn up to 4 HRCI & 4 SHRM credits—boost your credentials and take your professional knowledge to the next level.
• Interactive Experience: Our virtual format allows for live Q&As and interactive sessions, providing a dynamic learning environment.

Speakers

WorkBravely 2024 brings together a powerhouse lineup of experts and leaders, including:

• Sarah Sheehan, CEO of Bravely
• Tony Bond, Chief Innovation Officer at Great Place to Work
• Hebba Youssef, Founder, I Hate It Here Newsletter
• Alex Seiler, Fractional CPO
• Dr. Kristen Swigart, Lead People Scientist, Culture Amp
• Toni Thompson, CHRO of Etsy
• Jennifer Lucas, CPO at Tricentis
• Debra Turner Bailey, Chief People Officer, WFAE & Bravely Coach

SHRM & HRCI Certification Approved

Earn up to 4 HRCI & 4 SHRM professional development credits by attending

Watch the Whole Conference On-Demand Now for Free!

By participating in WorkBravely 2024, you’ll leave with actionable strategies, renewed confidence, and a toolkit to navigate the evolving HR landscape. Access the full conference and resources: https://start.workbravely.com/workbravely-2024/

Attending conferences is a valuable opportunity to learn, connect, and stay current on the latest human resources trends and best practices. Here is a list of top HR conferences worldwide. Please share it with friends and colleagues in your network.

HR Conferences in Q4 2024

November HR Conferences

• 11/06 - 11/07: CIPD Annual Conference and Exhibition, Manchester, UK
• 11/19 - 11/20: HR Vision, London, UK

December HR Conferences

• 12/04 - 12/05: Employee Wellbeing: The Foundation of Future Business Success, Brooklyn, NY

Here's why you may want to attend an HR conference in 2024:

HR conferences offer a great opportunity for professionals like you to learn, connect, and stay updated on the latest trends and best practices. There are over 25 top HR conferences remaining in the year, depending on your location and areas of interest. Attending these conferences can help you expand your knowledge and network — while keeping you at the forefront of your profession.

Our HR conference list was last updated on Nov 18, 2024, and will continue to be updated with the latest conferences for HR leaders for 2025.

In today’s "always-on" digital world, HR leaders often face increasing levels of stress from the barrage of emails, video meetings, and constant notifications. This digital overload not only affects focus and productivity but also has a significant impact on mental and physical well-being. Many HR professionals struggle with challenges like "Zoom fatigue," fear of missing out (FOMO), and the pressure to stay perpetually connected.

Join us for the “Preventing Digital Stress: Neuroscience Strategies for HR Leaders” webinar, where digital wellness expert Dr. Anastasia Dedyukhina will share insights drawn from cutting-edge neuroscience research and global case studies. This session will equip you with practical tools to manage digital stress effectively and help your team maintain a healthier balance between online and offline life.

What You'll Learn

By the end of this interactive session, participants will be able to:

• Understand the Neuroscience of Digital Stress: Gain insights into how digital overload affects attention, memory, and overall well-being.
• Implement Digital Well-Being Strategies: Discover actionable techniques to reduce digital fatigue and foster a healthier workplace.
• Enhance Focus and Productivity: Learn how to manage distractions and maintain better work-life boundaries.
• Support Employee Mental Health: Develop skills to guide your team in navigating digital demands while promoting overall wellness.

About the Speaker

Dr. Anastasia Dedyukhina is a recognized expert in digital wellness, author, and founder of Consciously Digital. With a background in neuroscience, she has helped individuals and organizations worldwide understand the impact of digital behavior on health and productivity. Her engaging and practical approach makes her a sought-after speaker and trainer for professionals aiming to create a more mindful digital culture.

Who Should Attend?

This webinar is ideal for HR leaders, wellness professionals, coaches, trainers, and managers who want to:

• Foster a more balanced digital culture at work.
• Equip themselves and their teams with tools to manage digital stress.
• Enhance overall employee well-being and productivity.

This webinar has been approved for one (1) HR recertification credit toward any of HRCI’s eight credentials, including SPHR® and PHR®.

Register now (Zoom) >

In today’s evolving workplace, prioritizing mental well-being and supporting neurodiversity are essential for building resilient, innovative teams. Companies that embrace these practices not only boost employee satisfaction but also create a culture of inclusion and growth.

Let's explore how HR leaders can transform their organizations using trauma-informed strategies to enhance resilience and well-being.

Understanding Neurodiversity: Why It’s a Workplace Asset

Neurodiversity refers to the range of differences in how individuals think and process information. This includes conditions like autism, ADHD, and dyslexia, which, when supported properly, can be valuable strengths in a professional setting. Neurodivergent employees often bring unique skills such as creativity, problem-solving, and attention to detail—assets that can enhance team performance and innovation.

To harness these strengths, HR managers should implement inclusive practices such as flexible work options, tailored communication methods, and manager training programs that empower neurodivergent employees to succeed.

Prioritizing Mental Well-being: A Path to Greater Resilience

Supporting mental health is key to building a resilient workforce. Employees who feel supported are more engaged, productive, and committed. A trauma-informed approach—one that recognizes and addresses the impacts of stress and adversity—is vital. By implementing such strategies, companies can cultivate a culture of trust, safety, and inclusivity.

How HR Leaders Can Support Mental Well-being:

• Training Managers: Equip leaders with the skills to recognize early signs of stress or burnout, ensuring employees receive timely support.
• Providing Accessible Mental Health Resources: Offering therapy, stress management workshops, and Employee Assistance Programs (EAPs) shows employees that their well-being is a priority.
• Promoting Flexibility: Flexible work arrangements, remote options, and modified schedules help accommodate diverse needs, reducing stress and improving job satisfaction.

Creating Cultures That Foster Emotional Resilience

Building emotional resilience means designing systems and processes that empower employees to manage stress effectively. This includes creating open communication channels, offering resilience training, and fostering support networks like Employee Resource Groups (ERGs). These strategies help employees feel valued and connected, leading to stronger teams and better performance.

Beyond Compliance: The Employer’s Role in Mental Health

While legal compliance with mental health regulations, such as the Americans with Disabilities Act (ADA), is crucial, top organizations go beyond basic requirements.

Top companies are people-first by proactively building inclusive cultures — effectively prioritizing employee well-being.

• Legal and Ethical Responsibility: Adhering to ADA and OSHA guidelines ensures neurodivergent employees receive necessary accommodations, such as flexible schedules or assistive technology.
• Proactive Support Programs: Offering tailored wellness initiatives and mental health benefits signals that an organization is committed to its employees' well-being, building trust and loyalty.
• Inclusive Leadership: Training leaders to respond supportively to mental health challenges cultivates a culture of openness and empathy, creating a workplace where employees feel comfortable seeking help.

Building a Resilient Workplace Culture

A resilient workplace doesn’t emerge by chance—it’s crafted through intentional policies and leadership. Research shows that investing in employee well-being boosts productivity, innovation, and retention. Leading companies achieve this by:

• Continuous Learning Opportunities: Offering access to professional development resources such as workshops on resilience, emotional intelligence, and mindfulness to equip employees with skills to adapt to challenges.
• Embracing Diversity: Valuing neurodiverse talent fosters a culture of creativity and problem-solving, leading to diversity of thought in an organization — leading to fresh ideas and solutions —and arguably, more innovative teams.
• Promoting Balance: Encouraging work-life balance through flexibility reduces burnout and improves overall job satisfaction.

Investing in Well-being for Lasting Success

Neurodiversity and mental well-being are integral to building resilient, inclusive workplaces. By embracing trauma-informed practices and proactive mental health strategies, HR leaders can create environments where employees thrive, driving business success and long-term growth.