Putting People First: The Human-Centered Workplace


In a world where technology and profits seem to dominate every aspect of business operations, there is an awakening—a realization that the true heartbeat of any organization lies in its people.

Are you familiar with the concept of a human-centric workplace? Here, individuals transcend the role of mere cogs, becoming the catalysts of innovation, collaboration, and prosperity. This philosophy prioritizes personal growth, well-being, and fulfillment. It harmonizes compassion, empathy, and limitless potential, fueling organizational success by nurturing the human spirit.

Do organizations actually behave this way? Do they make their employees feel valuable while enjoying a good work-life balance? Are management methods based on understanding and trust? A new ResumeNow study answers these and more questions.

Human-centric Organization

Human-centric workplaces are not mere myths but a tangible reality, as ResumeNow findings reveal. Many workers express satisfaction with various aspects of their working conditions, including leadership, remuneration, well-being, employee benefits, work arrangements, and workspace design.

The positive outlook continues with intriguing takeaways:

  • An overwhelming 93% of respondents believe their organization follows a human-centric approach.
  • 89% state that their organization’s values align with their own personal values.
  • 90% of survey takers receive flexible work arrangements as a part of an organization’s human-centric approach.
  • 89% of respondents report that their employers prioritize a human-centric approach to benefits.

But this is just the tip of the iceberg. 


In a human-centric workplace, employee well-being takes center stage as a fundamental pillar of organizational success. It encompasses mental and emotional wellness, work-life balance, personal growth, and a sense of purpose. 

But what, in reality, do workers get from their workplaces?

The first aspect tested was support. 16% of workers feel fully supported, while 48% believe their employers offer some support in maintaining a healthy work-life balance. This means that 64% acknowledge at least some effort by their organizations to support employee well-being. 

However, it’s crucial for employee well-being to be deeply ingrained in the organizational culture for effective management. When asked about the priority given to well-being and mental health, the responses were as follows: 

  • 16% of workers considered it very high, while 30% believed it’s high, 
  • 38% rated it as a medium, 
  • 16% said that priority given to well-being and mental health is low or very low. 

These findings indicate that only 46% of respondents may say that employee wellness is a significant part of their workplace culture and values.

Moving forward, when examining the actual approach employers take toward employee well-being, respondents also expressed some valuable thoughts.

  • 33% claimed their employers follow through on supporting well-being in their policies.
  • 25% said their employers made well-being claims but did not live up to them.
  • 21% experienced support despite their employer not explicitly claiming it.
  • 20% faced a situation where their employers neither claimed nor provided support.

But what happens when employers ignore employees’ mental health and well-being? Burnout. When asked how often they feel stressed or burnt out from work, 78% said they experience work-related stress or burnout at least some of the time (with an intensity ranging from “almost always” to “sometimes”). 

However, on a positive note, 90% of respondents believe their employers take steps to prevent and address burnout, and 92% are convinced their organizations provide adequate resources and support for maintaining good mental health. 


Benefits play a pivotal role in supporting the well-being and overall satisfaction of individuals. Human-centric organizations understand that offering robust and meaningful benefits goes beyond simply attracting and retaining talent.

According to the research, an overwhelming 94% of participants stated that the benefits provided by their organization are sufficient to meet their needs.

And that’s good news for employers, taking into account the overall importance of employee benefits. 

  • For 70% of workers, benefits offered by employers are important or very important to overall job satisfaction. 
  • For 70% of respondents, the benefits package offered was important or very important in deciding to join their organization in the first place. 
  • Moreover, for 75% of survey takers, benefits are essential in deciding whether to stay with their current employer.

Gone are the days when people were satisfied with just a paycheck.


In a human-centric workplace, conscious leadership plays a crucial role in fostering a positive and empowering work environment.

  • The study reveals that an overwhelming majority of respondents, 94%, have managers who make them feel valued and appreciated in their work. 
  • Additionally, 91% believe their managers are empathetic, demonstrating a genuine understanding of their team’s emotions and experiences. 
  • 91% know that their managers care about their well-being, going above and beyond to ensure their needs are met. 
  • The positive opinions continue, with 89% of respondents considering their managers to be supportive. 
  • 83% of respondents feel comfortable enough to share personal problems with their managers, highlighting the level of trust and connection established.

These statistics showcase the textbook definition of an ideal manager—one who exemplifies empathy, support, and genuine concern for their team’s well-being. 

Respondents also cited practical examples of the support their managers give them. The examples range from creating a safe and inclusive work environment to building personal connections, showing flexibility with work schedules or workload, offering assistance with personal and professional challenges, recognizing and celebrating team members’ successes, and advocating for work-life balance and healthy work culture.

These initiatives benefit both employees and employers alike. 

As a result, 93% of respondents think their managers have a human-centric approach.

As we navigate the challenges and opportunities of the future, the shift towards a human-centric workplace becomes increasingly critical. By embracing this approach, organizations can unlock the full potential of their most valuable asset—their people—and create a thriving, resilient, and future-ready organization.

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