Creating An Engaging, Inclusive Culture Is Everyone’s Business

Caspar Joustra

It seems obvious that organizations whose employees are engaged perform better financially. Research consistently shows that empowered employees drive innovation, so it’s reasonable for business leaders to prioritize building a strong culture as a key pillar of business success.

When I meet with customers, we talk about business impact: How will we increase the bottom line, reduce costs, deliver a better employee experience, and allow our people to focus on innovation and the things that matter? Building a healthy and engaged workforce underpins the creation of a sustainable business in this fast-cycle economy. These are concerns for all leaders – from CFOs to functional business heads and from CEOs to CHROs.

Managing human capital performance is not just the responsibility of HR. While many business leaders accept the concept that “strong culture = stronger financial performance,” it’s often a baton that’s picked up only by HR. However, this is changing as HR digitization enables companies to place people, culture, and skills central to their digital transformations.

While leaders across the business don’t necessarily need to look “under the hood” of digitized HR, I find that increasingly they wish to do so, as understanding that HR can drive innovation in all functional areas. Over the past decade, HCM technology has evolved beyond recognition, and two significant aspects of this technological evolution provide huge opportunities for organization of all sizes: cloud and data analytics.

  • The cloud is contributing to the transformation of the HR function, from local to regional/global delivery, enabling process harmonization, shining the torch on the workforce, and providing cost savings. This technology delivers HR services to employees on mobile, via ­“headless apps” that provide reminders and alerts in a way that is familiar rather than requiring them to open applications or be in the HR system.
  • Data analytics delivers endless insights. For large organizations with thousands of employees, “people analytics” is becoming an integral element of strategic planning, enabling a fast view on the health of its human capital.

So what’s the correlation?

Put simply, this evolution of HCM provides all leaders with insights that help them understand, influence, and engage people to grow their business. Let’s look at these motivations from a few different perspectives:

  • The CFO: For many businesses, the people cost is one of the greatest, if not the greatest, business investment. Creating an engaged workforce that is not only motivated, educated, and able to contribute to the bottom line, but that also has a high retention rate has a huge cost implication.
  • Function business leaders: Engaged employees drive growth, remain invested in training, actively seek and create new opportunities in their markets, and innovate products and services.
  • CEOs: Engaged workforces deliver growth and define company reputation, which in turn drives demand – from customers and partners to potential new recruits.

Putting people first absolutely correlates with business success. When I have this conversation with customers in the context of digitizing HR to drive growth, it’s clear that this is indeed a reality that they wish to achieve. Creating an engaging and inclusive culture that allows employees to perform is everyone’s business!

Join Caspar Joustra at SAP SuccessConnect, June 12-14, London #Sconnect17.

Caspar Joustra

About Caspar Joustra

Caspar Joustra is Senior Vice President of EMEA and MEE Sales at SAP SuccessFactors. Prior to this role, Caspar spent four years leading SAP Netherlands, executing the SAP global strategy in the Dutch market. He joined SAP Netherlands in 2009 as a commercial director, growing sales and driving sales of SAP in the Netherlands as well as establishing SAP as an employer of choice, with high customer satisfaction and employee engagement.