What Do Employees Want from Human Resources?

From humanness and consideration to job security, here are 25 answers to the question, “What’s one thing employees want from Human Resources?”

• Humanness and Consideration
• To Feel Supported 
• High-quality Health Insurance
• Clear Communication About Important Matters
• Empathy
• Remote/Flex Work and Assistance With Employee Satisfaction
• General Healthcare Benefits
• Impartial Treatment
• Dependability
• Safety
• Confidentiality and Privacy
• Navigating Employment-related Issues
• Structured Training Programs
• Clear Understanding of Their Rights and Responsibilities as Employees
• Respect
• Regular Raise Reviews and Pay Transparency
• Building Connections With Colleagues
• Feeling Seen and Heard
• Problem Solving
• Trust
• Active Listening
• Help to Prepare Management
• Creating a Positive Work Environment
• An Employee-led Affinity Group
• Job Security

Humanness and Consideration

There is a trend of companies wanting more objective and data-driven HR personnel. However, one thing that shouldn’t disappear from these new breeds of HR leaders is their humanness and consideration.

Employees would want to connect with HR personnel on a personal level. It’s not always about measuring work performance or tracking outstanding talent. They also need to be adept at catering to the needs of the employees to keep their morale up and keep them satisfied.

Employees would rather have a fair and considerate HR personnel than a strict and objective one who promises to increase the company’s talent productivity. This is because regardless of how talented and productive your employees are, they are still human. They will need someone in the company to connect to them and hear their needs. Hence, humanity and consideration are important traits for HR personnel because they allow them to effectively handle the diverse needs and concerns of employees.

Paw Vej, Chief Operating Officer, Financer.com

To Feel Supported 

One thing that employees commonly want from Human Resources is support for their well-being and work-life balance. This includes flexible work arrangements, health and wellness programs, and mental and stress management support.

A supportive HR department can make a big difference in employees’ lives and positively impact their overall job satisfaction and performance. Employees who feel their employer values and cares for their well-being are more likely to be engaged and committed to their work. They are also more likely to be productive, motivated, and motivated to stay with the organization long-term. In short, support for well-being and work-life balance is an essential aspect of HR that employees often value.

By providing employees with the resources and support they need to thrive at work and outside work, HR can help create a positive and supportive workplace culture, leading to a more engaged and productive workforce.

Guna Kakulapati, Co-Founder and CEO, CureSkin

High-quality Health Insurance

It shouldn’t come as a surprise that workers and bosses alike rank pay and other monetary advantages as the single most important aspect of a job for potential candidates. If I had to guess, the most important perk to employees would be access to affordable, high-quality health insurance. 

In my opinion, workers count on HR to run competitive and equitable wage and benefit packages. Benefits such as health insurance, retirement plans, and other savings vehicles, in addition to attractive base pay and incentive pay, are included in this.

Gerrid Smith, Chief Marketing Officer, Joy Organics

Clear Communication About Important Matters

Communication on all the things that matter most to them, but HR leaders can’t assume every employee has the same needs for information. Some want to know how they can take advantage of the company benefits that help their financial futures, some have health concerns, some want to work for a company with a great company culture and DEI initiatives, and some want to be recognized, promoted, and compensated for great work.

Creating a communication plan that touches all these areas throughout the year, with a goal of educating, empowering, and engaging them, is key. If the only time you are communicating with employees is when there is a problem or you need something from them, they will inevitably see you as management advocates rather than employee advocates.

Heather Smith, CPO and Senior Account Executive, Flimp Communications

Empathy

The HR leaders that we work with report that what employees need most from them these days is not necessarily tangible. Themes such as flexibility and improved culture are among the top requests across 2023 employee surveys. 

Without simple answers at their fingertips, HR leaders who lead with empathy and compassion for the needs of their team find brilliant success in managing turmoil. And of course, “whole-self” benefits focused on employee empowerment and overall well-being can be a powerful strategy to signal to the workforce that you are listening. 

Colleen Kavanagh, CEO, SoulBeing

Remote/Flex Work and Assistance With Employee Satisfaction

I think the opportunity to work remotely or in multiple locations is something that employees demand. Additionally, they need the flexibility to adjust their schedules and the ability to stay on top of projects. 

One area in which HR can provide help is employee satisfaction. Ensuring that workers are satisfied with their work and feel appreciated by the company is HR’s primary aim. Annual evaluations, training workshops, and team-building exercises may all help with this. Since satisfied employees are more likely to stay at their jobs longer than those who feel unappreciated at work, having a productive workplace has far-reaching benefits for productivity and profitability for both companies and employees.

Olivia Tonks, Marketing Manager, Fleet Education

General Healthcare Benefits

Healthcare benefits provide financial security for employees and their families. The cost of healthcare is continuously rising, making it increasingly difficult for people to afford necessary medical treatments and procedures. With healthcare benefits, employees can receive medical attention without incurring significant financial burdens.

Healthcare benefits can significantly improve employees’ overall health and well-being. Access to regular medical check-ups, preventive care, and early detection and treatment of illnesses can help employees stay healthy and productive. This can lead to reduced absenteeism and improved job performance, which benefits both the employee and the employer.

Lastly, healthcare benefits can be a primary factor in attracting and retaining top talent. Professionals are more likely to consider job offers that include comprehensive healthcare benefits. They are less likely to leave their current positions if they are satisfied with their healthcare benefits.

Michael Green, Co-Founder, Winona

Impartial Treatment

One thing that employees often want from HR is fairness and consistency in the application of company policies and procedures. Employees want to feel that HR is enforcing company policies and procedures in an objective, unbiased manner and that the same rules apply to everyone, regardless of their position or tenure with the company.

This fairness and consistency can be demonstrated by having clear and well-communicated policies and procedures, training employees on these policies and procedures, and consistently enforcing them promptly. Additionally, employees also want a transparent process for raising concerns or reporting issues and for HR to take action to address any concerns or issues in a timely manner.

Employees expect HR to promote a positive work environment by fostering collaboration, open communication, and employee engagement. Businesses can achieve this by promoting a culture of transparency, trust, and mutual respect.

Kevin Miller, Founder, kevinmiller.com

Dependability

Employees want to know and trust that they can depend on their HR department when an issue occurs, however serious that may be. It’s crucial for any HR department to strive for the utmost dependability to ensure that no employees are too afraid to ask questions or request support when they truly need it.

Tracey Beveridge, HR Director, Personnel Checks

Safety

Employees want Human Resources to provide them with a secure workplace environment. In 2022, we expect employers to invest in workplace safety initiatives, as well as policies and procedures that protect employee rights.

According to a survey conducted by the Society for Human Resource Management (SHRM) in 2022, nearly 90% of employees said they wanted their employer to provide a safe workplace. Besides a safe workplace, employees also want Human Resources to provide them with a sense of fairness. In 2022, SHRM found that 85% of employees wanted their employer to promote fairness and equity in the workplace.

This includes creating an environment where all employees feel like their voices are heard and respected. It also means creating opportunities for employees to participate in decision-making processes, engaging in meaningful dialogue, and addressing any potential issues or concerns that might arise.

Christa Reed, Head of Job Market Research, JobSearcher

Confidentiality and Privacy

In my opinion, employees have a right to expect that HR will safeguard their personal and professional data. This includes preventing illegal access to or disclosure of their personal data, medical information, and any other sensitive information they may possess.

Andrew Priobrazhenskyi, CEO and Director, Discount Reactor

Navigating Employment-related Issues

It is difficult to determine one specific thing that all employees want from Human Resources, as it can vary depending on the individual and their specific needs or circumstances. 

However‌, employees want support and resources from HR in navigating employment-related issues, such as recruitment, payroll, compensation management, onboarding, performance management, and exit. In times of economic instability, employees may also want guidance and support from HR regarding staffing, pay, and benefits.

Arjun Joshi, Sr. Digital Marketer, MageComp

Structured Training Programs

A big part of the onboarding process and making a new employee feel welcome is to have a properly structured training program (or programs) in line with the specific requirements for the role of the employee. 

An active and engaged HR department should already have these procedures in place or should push leadership for them if they’re not already part of the onboarding process for the company.

Dawn Wood, HR Manager, Woodyatt Curtains

Clear Understanding of Their Rights and Responsibilities as Employees

One thing employees want from Human Resources is a clear understanding of their rights and responsibilities as employees. HR needs to be transparent and unafraid to challenge inappropriate workplace behavior. 

Employees want HR to provide a safe, respectful, and equitable work environment that is free of discrimination, harassment, and any other inappropriate behavior. Employees want HR to be responsive and available to answer their questions and address any issues they might have.

Tawanda Johnson, HR and DEI Consultant, Sporting Smiles

Respect

Employees want to be respected by their employers, and Human Resources is the first contact point for many issues that employees face. They need to feel like their concerns are taken seriously, and that HR will work with them on any problems they may have. 

This includes giving feedback constructively and ensuring all policies are communicated clearly and fairly. Additionally, HR needs to make sure a safe and comfortable working environment is maintained. Employees must feel like they are respected and valued, both as individuals and as part of the team.

Steve Rose, CEO, Money Transfers

Regular Raise Reviews and Pay Transparency

Employees expect HR to ensure that regular salary reviews take place. If HR isn’t addressing salary and raises with employees at least once or twice a year, they’re dropping the ball. With the growing adoption of pay transparency laws, employees expect HR to ensure compliance and start leading these discussions in the workplace. 

Employees will expect HR to become the arbiters of salary equality through compensation benchmarking, wage equity analyses, and a safe space for employees to discuss their compensation concerns.

Maximilian Wühr, CGO and Co-Founder, FINN

Building Connections With Colleagues

Employees often want Human Resources to provide solutions that save time and frustration. An uncommon example is the ability of an employee to build a professional network through referrals within the company. 

Allowing staff members to make connections with colleagues they may not otherwise interact with can expand exposure and knowledge, while providing job-related knowledge outside of their own role. This builds respect among coworkers and enhances collaboration between different departments.

Grace He, People and Culture Director, TeamBuilding

Feeling Seen and Heard

Employees rely on Human Resources to connect them with what they need to thrive in the workplace. Whether it’s providing resources for education and training, understanding different compensation plans, receiving effective feedback, or finding a balance between the demands of their job and personal life, employees look to HR for adequate support.

Everyone wants to make sure their contributions are appreciated, respected, and fairly remunerated. A good HR team knows how to create a productive environment that encourages collaboration and cooperation—one where employees have the trust and respect of each other and management. By fostering relationships that are driven by fairness and accountability, Human Resources can become an invaluable asset in the workplace.

Mina Elias, Founder and CEO, Trivium

Problem Solving

Employees come to HR with problems they want to be solved and questions they want to be answered. It’s HR’s job to (ideally) help the employee find and learn the answer (or solve the problem) for themselves. Sometimes, however, employees need help, which can involve including the employee’s manager or others in the organization.

Nathan Deily, Chief People Officer, nth Venture

Trust

I believe one thing that employees want from Human Resources is trust. Employees go to Human Resources to discuss their benefits or health issues. They also come to Human Resources if they are having issues with their supervisor or another employee. Human Resources should be a place where employees can have their issues and concerns kept confidential.

Lindsey Hight, HR Professional, Renue Commercial

Active Listening

Effective HR leaders and mentors know when to speak and—more importantly—when to listen. Ask for your employees’ thoughts, ideas, and feedback as it shows your concern. When they do share, take part fully in the discussion by asking them questions, asking them to elaborate, and taking notes. 

It’s crucial to remain present and not interject. Focus on the employee and what they are saying at all times. Remove distractions such as phones or laptops to keep yourself focused and show genuine concern.

We can solve most issues if HR will listen and empathize with the employee. Employees will be more accepting of changes, solutions, and leadership if HR is actively listening to them.

Jason Moss, President and Co-Founder, Moss Technologies

Help to Prepare Management

As traditional work models have given way to hybrid ones, it has created a disconnect between employees and the people who oversee them, and therefore, employees want Human Resources to create more structured manager engagement and training.

As contact between management and their teams decreases, it has led to confusion in everything from expectations to communication protocols, leaving many employees feeling that they lack support. Because of these conditions, employees want greater structure and engagement with management by asking that managers be part of the hiring process, maintain regular employee check-ins, and receive HR training to give them what they need to better support their team.

Employees are looking for the best environment to succeed and want HR to help management develop in that process along with them.

Mackenzie Whalen, Marketing Director, E1011 Labs

Creating a Positive Work Environment

Employees want to be heard whenever they suggest ideas to improve the workplace. Whether it’s through employee surveys, exit interviews, or daily conversations, employees appreciate having a formal means to voice their minds. 

They want HR to be open-minded, unbiased, and work diligently to fix any issues and make the necessary adjustments to create a quality working environment. Employees want Human Resources to use their feedback to address pressing workplace matters and create realistic items to improve the employee experience.

Nick Allen, Founder and CEO, SportsLingo

An Employee-led Affinity Group

Employees are looking for a culture with acceptance and diversity; a place they can come to work and feel comfortable and excited not only for their careers but also for the community they have within.

Human resource teams can help employees create an inclusive workplace by supporting employee-led affinity groups that foster safe, supportive, and diverse communities. Affinity groups bring together employees with similar passions while building inclusive spaces that provide educational resources and discussions.

Creating an employee-led affinity group does not require a budget; only passion and time are needed. HR teams should open the dialogue and ensure employees know they have the support and ability to form these safe groups and be active allies.

Simone Payne – Powell, Director, People, Index Exchange, Index Exchange

Job Security

As a co-founder of a company that employs over 250 employees, I can say that job security has been in high demand over the past few years. More and more employees, especially in the IT/digital industries, are looking for stable, well-paying jobs that come with long-term security above all.

HR has a job to ensure this job security by hiring the right people for the job, offering development opportunities, and meeting the company’s demand. If you hire someone new, make sure they fit exactly where you need them, and make sure that they have enough opportunities to develop professionally and thrive as a part of your company.

Michael Maximoff, Co-Founder and Managing Partner, Belkins