Best Human Resources Policies and Practices

Last month, I spoke at the Find Your Superpower 🚀 members forum on the topic of "Modern day HR best practices", in which I addressed this question which became the central theme of my sharing: "Why does it seem that there's an unbridgeable chasm between employees and employers these days?" ❓ After 12 years working with companies across APAC on workforce issues, I've seen the good, the bad, and the downright ugly. Despite at times the seeming impossibility of ever reaching an understanding, here are the 3 HR practices that work positively for employers: ➡️ Treat People Like Humans, Not Numbers on a Spreadsheet A client was closing down a factory. The global HR lead flew in and terminated everyone on the spot. The shellshocked employees were watched over by external security while packing their belongings with no chance to say goodbye to each other. The workers complained to the labour authority, forcing the company to scramble to salvage the situation. The lesson? Empathy during difficult moments makes all the difference between employees feeling respected or resentful. When employers treat employees as dispensable, they shouldn't be surprised if employees push back with everything they have. ➡️ Over-Communicate With Intentionality When in doubt, just overcommunicate. Better to be seen as a nag than be misunderstood. I follow one rule: if I tell one person something, I tell everyone the same thing. No Chinese whispers. No information gaps that employees fill in the wrong way. If you can't divulge the real reasons for a decision, you should have built enough trust to say: "I can't tell you why now. You just have to trust me." ➡️ Remember That Employment Is an Important Pillar of Someone's Life When someone is let go, some react very emotionally, not because they are unreasonable, but because losing this job feels like losing everything. I always remind myself: no matter how much career success one achieves, we are all just one instance of bad luck away from having it taken away. A restructuring. A health crisis. A change in leadership. None of us are truly immune. If employers bear this in mind, they will understand why empathy is vital. And if employees bear this in mind, they will invest in other pillars (eg. relationships, hobbies, personal growth) so that if work is disrupted, they still have something to stand on. In conclusion, the companies that will succeed in 2026 are those that treat employment as a human relationship, not just a contractual one. I'm Zhao Yang (ZY), Principal at Baker McKenzie Wong & Leow, where I've spent 12 years helping multinational companies navigate workforce issues across APAC. My approach is simple: use the law as a guideline to find practical solutions, while always emphasizing the need to treat people with respect and dignity. Have you experienced any of these HR practices (good or bad) in your workplace? I'd love to hear your stories in the comments. 👇

HR is not about counting heads. True excellence in HR lies in making every head count — by deeply understanding, nurturing, and maximizing the potential of each individual. How? 🟢 Invest in Development A great HR department is a strategic partner in talent development. It’s not enough to hire the best; you must invest in their growth. Implement continuous learning programs, provide mentorship opportunities, and encourage career advancement. When employees see that their development is a priority, they are more engaged, motivated, and productive. 🟢 Create a Culture of Recognition Recognize and celebrate achievements, both big and small. Acknowledgement doesn’t just boost morale—it reinforces the value each individual brings to the table. Regularly highlight contributions and successes, creating a culture where everyone feels appreciated and driven to contribute their best. 🟢 Build Strong Relationships HR should act as a bridge between employees and management, fostering open communication and trust. Regular check-ins, feedback sessions, and open-door policies help identify and address issues before they escalate. Strong relationships enhance job satisfaction and loyalty, which translates into better performance and lower turnover. 🟢 Align with Organizational Goals HR must align its strategies with the organization’s goals. Understand the company’s vision and ensure that talent management, recruitment, and employee development support this vision. When HR’s efforts are in sync with the company’s objectives, they drive meaningful contributions that propel the organization forward. 🟢 Advocate for Work-Life Balance Encourage and support work-life balance. Recognize that employees are more than their job titles and that their well-being impacts their performance. Implement flexible work arrangements, mental health resources, and wellness programs to create a supportive environment where employees can thrive. 🟢 Embrace Diversity and Inclusion Diversity isn’t just a checkbox; it’s a strength. Cultivate an inclusive environment where every employee feels valued and empowered. Diverse teams bring different perspectives and ideas, driving innovation and creativity. HR’s role is to champion diversity and ensure that every voice is heard and respected. 🟢 Measure Impact, Not Just Activity Finally, measure the impact of HR initiatives, not just their activity. Use data and feedback to assess how well programs are working and adjust as needed. Focus on outcomes like employee satisfaction, retention rates, and overall productivity to gauge success. By transforming their approach from mere head counting to making every head count, HR departments can drive significant positive change, enhance employee satisfaction, and contribute to organizational success. Agree? 💜

Most companies say they're great places to work, but very few employers actually validate (using data) that the HR practices they're employing are *driving better outcomes* and are *good for employees*. As the Head of the Americas of Top Employers Institute, I'm often asked: "What distinguishes a ‘Top Employer’ from the rest?" We validate the HR practices of 2,400+ global multinational companies to help them benchmark their people practices and look beyond the benchmarks in an effort to build a better world of work - and employers work with Top Employers Institute to unlock a data-driven approach to improving business outcomes. We certify and recognize those organizations committed to meeting the highest standards across their people practices. This is broken down into 3 main steps: 1) We survey the HR & Talent teams on over 300 HR and People Practices. 2) Our team of HR auditors validate their responses and collect evidence. 3) If the data and evidence shows they do enough of the best-practices consistently, they have a better chance to certify as a Top Employer. If the data shows otherwise, participants then have access to the data to improve for the future but aren't officially recognized. Here are the top 8 traits of certified Top Employers in 2025: 1) Purpose-driven: Consistently use purpose measurement scorecards to align actions with purpose (+19% revenue growth) 2) Employee-centric & Wellness Oriented: use engagement action plans and manager accountability to drive effectiveness (correlated to +16% revenue), and provide time for employees to unplug and de-stress (correlated to +13% revenue). 3) Growth-focused & Collaborative: Prioritize growth markets, segments, and geographies (+16% revenue) and engage employees in action planning using survey insights (correlated to +11% revenue) 4) Coaching culture: Build strong coaching cultures (correlated to +14% revenue) 5) Inclusive benefits: Offer family-friendly perks like childcare contributions (correlated to +12% revenue) 6) Values-based: Integrate sustainability into leadership values (correlated to +11% revenue) 7) Community-builders: Assign peer buddies to new hires to build belonging (correlated to +10% revenue) 8) Fairness: Conduct pay equity analysis to ensure fair compensation (+12% adoption rate from 2024 to 2025 at Top Employers) The data shows that focusing on purpose, people, and fairness pays off in engagement, retention and revenue, but the challenge is that HR hasn’t traditionally been able to measure and track progress on their people practices holistically every year. That's where we come in. Top Employers are pioneering next-practices with us as we shape the future of work together. Question for you: what innovative ways is your employer taking the lead to elevate your work experience? Drop your thoughts in the comments below.

When HR teams are lean on resources but rich in intent, the key to employee engagement and retention lies in consistent, people-centric actions rather than expensive initiatives. Here’s how HR can build stronger relationships, be valued for their expertise, and position themselves as strategic, revenue-generating partners. 1️⃣ Strengthening Employee Connection & Engagement (No Cost, High Impact) ✔ Frequent, Informal Check-Ins – Move beyond annual engagement surveys. Conduct quick pulse surveys and coffee chats to gauge employee sentiment. ✔ Crowdsourced Recognition – Start a “Kudos Board” (Teams, or a physical board) where employees can recognize each other’s contributions. ✔ Empower Employee-Led Initiatives – Support peer-led learning, ERGs (Employee Resource Groups), or mentorship programs without direct HR intervention. ✔ Make Meetings More Inclusive & Engaging – Begin team meetings with a quick “win-sharing” or “lessons learned” moment to boost collaboration. 2️⃣ HR as a Trusted Partner, Not Just a Policymaker 💡 Shift the perception of HR from an “enforcer” to an “enabler” by: ✔ Being Present, Not Just Available – Walk the floor, join team stand-ups, or engage casually rather than just being approached for issues. ✔ Speaking the Business Language – When discussing HR initiatives, tie them to business goals (e.g., “Our new talent retention strategy will reduce hiring costs by X%”). ✔ Providing Strategic Coaching – Offer people management coaching to leaders to help them navigate performance, conflict resolution, and career growth. ✔ Transparency in HR Decisions – Communicate why policies exist and how they impact both employees and the business. 3️⃣ Retention Without Costly Perks ✔ Internal Mobility & Career Conversations – Encourage lateral moves and cross-functional projects to keep employees engaged. ✔ Learning Through Exposure – Implement “job shadowing” or stretch assignments to upskill employees without formal training budgets. ✔ Flexible Work & Autonomy – Offer adjustable work hours, project-based autonomy, and clear expectations rather than rigid policies. ✔ Exit Interviews That Drive Change – Use exit data to identify patterns and proactively address concerns before attrition spikes. 4️⃣ HR as a Revenue-Generating Partner HR isn’t just a cost center—it can directly contribute to business growth by: 💰 Reducing Hiring Costs – Internal mobility programs reduce external hiring needs. – Stronger employee experience = lower attrition = cost savings. 💡 Boosting Productivity & Performance – High engagement correlates with higher revenue per employee. – Efficient performance management = clearer goals = higher output. 📊 Data-Driven HR Strategies – Track people analytics (e.g., absenteeism, retention, and productivity metrics) and link them to business outcomes. – Example: Reducing burnout = fewer sick days = higher output. #HRLeadership #EmployeeEngagement #StrategicHR #PeopleFirst

Experience-based take on top HR lessons I’ve learned: ⭕ Listen More Than You Speak Active listening is key, employees often just want to feel heard before they seek solutions. ⭕ Neutrality Is Non-Negotiable No matter how personal a situation may feel, staying objective helps resolve issues fairly and maintain trust. ⭕Tailored Solutions Over One-Size-Fits-All Each employee is unique. Flexibility in policies or approaches can sometimes be more effective than rigid rules. ⭕Train Managers First A good HR strategy starts with equipping managers to handle issues, as they’re often the first point of contact for employees. ⭕ Prevention Beats Cure Proactive strategies—like training, regular check-ins, and clear communication—reduce the need for damage control. ⭕ Legal Knowledge is Power Familiarize yourself with employment laws and regulations—it protects the company and the employees. ⭕ Celebrate Small Wins Acknowledging milestones, even small ones, boosts morale and keeps employees engaged. ⭕ Handle Conflicts Swiftly Avoid letting issues fester. Address them early and diplomatically before they escalate into bigger problems. What’s your take on these? Would love to hear your thoughts!

🔥 𝗧𝗵𝗲 𝗛𝗥 𝗪𝗮𝗸𝗲-𝗨𝗽 𝗖𝗮𝗹𝗹: 𝟭𝟬 𝗠𝘂𝘀𝘁-𝗛𝗮𝘃𝗲 𝗖𝗿𝗶𝘁𝗲𝗿𝗶𝗮 𝘁𝗼 𝗗𝗲𝗹𝗶𝘃𝗲𝗿𝗶𝗻𝗴 𝗥𝗲𝗮𝗹 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗩𝗮𝗹𝘂𝗲 (𝗙𝗿𝗼𝗺 𝘁𝗵𝗲 𝗙𝗮𝘁𝗵𝗲𝗿 𝗼𝗳 𝗠𝗼𝗱𝗲𝗿𝗻 𝗛𝗥, Dave Ulrich) HR’s role has transformed—from policy enforcer to 𝘃𝗮𝗹𝘂𝗲 𝗰𝗿𝗲𝗮𝘁𝗼𝗿. 1️⃣ 𝗩𝗮𝗹𝘂𝗲 𝗖𝗿𝗲𝗮𝘁𝗶𝗼𝗻 𝗙𝗼𝗰𝘂𝘀 🔹 Shift from tracking HR activities to 𝗺𝗲𝗮𝘀𝘂𝗿𝗶𝗻𝗴 𝗼𝘂𝘁𝗰𝗼𝗺𝗲𝘀. 🔹 Align HR goals with 𝘀𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿 𝗽𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝗲𝘀—customers, investors, and employees—not just internal metrics. 2️⃣ 𝗖𝗼𝗻𝘁𝗲𝘅𝘁 𝗔𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 🔹 Regularly analyze 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝘁𝗿𝗲𝗻𝗱𝘀 to ensure HR strategies remain competitive. 🔹 Adapt HR practices to 𝗴𝗹𝗼𝗯𝗮𝗹/𝗹𝗼𝗰𝗮𝗹 𝗱𝘆𝗻𝗮𝗺𝗶𝗰𝘀. 3️⃣ 𝗦𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿 𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗶𝗼𝗻 🔹 Design rewards that 𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗲 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿-𝗰𝗲𝗻𝘁𝗿𝗶𝗰 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝗿𝘀. 🔹 Engage with 𝗶𝗻𝘃𝗲𝘀𝘁𝗼𝗿𝘀 on how HR contributes to long-term business sustainability. 4️⃣ 𝗧𝗮𝗹𝗲𝗻𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗙𝗼𝗰𝘂𝘀 🔹 Use 𝘀𝗸𝗶𝗹𝗹𝘀-𝗯𝗮𝘀𝗲𝗱 𝗵𝗶𝗿𝗶𝗻𝗴 (not just degrees) to widen talent pools and improve diversity. 🔹 Implement 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗽𝗮𝘁𝗵𝘀 (not just one-time training). 5️⃣ 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 🔹 Assess leaders not just on 𝗶𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲, but on 𝗵𝗼𝘄 𝘁𝗵𝗲𝘆 𝗱𝗲𝘃𝗲𝗹𝗼𝗽 𝗳𝘂𝘁𝘂𝗿𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀. 🔹 Build a 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗽𝗶𝗽𝗲𝗹𝗶𝗻𝗲 with clear succession plans—avoiding disruption when key leaders leave. 6️⃣ 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗖𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 🔹 Foster 𝗰𝗿𝗼𝘀𝘀-𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻. 🔹 Prioritize 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗮𝘀 𝗮 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗶𝗮𝘁𝗼𝗿—high-trust workplaces outperform competitors. 7️⃣ 𝗛𝗥 𝗗𝗲𝗽𝗮𝗿𝘁𝗺𝗲𝗻𝘁 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲 🔹Match HR’s operating model (centralized, decentralized, or hybrid) to 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗻𝗲𝗲𝗱𝘀—not just industry norms. 🔹 Ensure HR teams have 𝗲𝗺𝗯𝗲𝗱𝗱𝗲𝗱 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗽𝗮𝗿𝘁𝗻𝗲𝗿𝘀 who understand specific department challenges. 8️⃣ 𝗛𝗥 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗶𝗼𝗻 🔹 Sync 𝗰𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 with 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗺𝗲𝘁𝗿𝗶𝗰𝘀. 🔹 Use 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 to refine policies—avoiding a one-size-fits-all approach. 9️⃣ 𝗛𝗥 𝗖𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝘆 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 🔹 Upskill HR teams in 𝗱𝗮𝘁𝗮 𝗹𝗶𝘁𝗲𝗿𝗮𝗰𝘆—moving beyond gut feelings to evidence-based decisions. 🔹 Train HR on 𝗰𝗵𝗮𝗻𝗴𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁—helping organizations adapt to disruptions. 🔟 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀 & 𝗠𝗲𝗮𝘀𝘂𝗿𝗲𝗺𝗲𝗻𝘁 🔹 Start with 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 (e.g., "Does better engagement reduce attrition?")—not just data collection. 🔹 Use 𝗽𝗿𝗲𝗱𝗶𝗰𝘁𝗶𝘃𝗲 𝗮𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀 to proactively address talent gaps. #FutureOfHR #HR #HRTransformation #BusinessPartnership #TalentManagement #PeopleAnalytics #OrganizationalDevelopment #HRLeadership  #HRStrategy

Most companies don’t lose top talent because of pay alone. They lose them because of how they’re managed. This list says the quiet part out loud 👇 ✔️ Pay your top performers like they matter ✔️ Default to recognition (it’s free and wildly underused) ✔️ Ask why people stay before they decide to leave ✔️ Stop tolerating toxic behavior — even from “high performers” ✔️ Be hard on problems, not people ✔️ Give autonomy, not micromanagement ✔️ Protect focus with no-meeting days ✔️ Normalize feedback (not just during reviews) ✔️ Remove barriers instead of adding red tape Here’s the HR truth most leaders miss: Retention is built in the day-to-day, not the exit interview. Culture isn’t your mission statement. It’s what you tolerate, reward, and repeat. If you want loyalty, performance, and engagement Start managing like people have options. Because they do. 💬 Which one of these do you see most often done wrong? #Leadership #HRStrategy #EmployeeRetention #PeopleFirst #FutureOfWork #Management #CultureMatters