“The Time for a Human-Centric Organization is Now!”

Absenteeism and employee turnover are persistent challenges in many organizations. Employees are frequently absent for extended periods, retention rates are low, and staff turnover remains high. While the focus in recent decades has largely been on results, more organizations are now transitioning toward a human-centric approach. Curious how you, as an employer, can effectively reduce absenteeism and turnover? Read this blog to discover actionable strategies.

A Human-Centric Organization

At Capability, we clearly observe the impact of a human-centric culture and approach on absenteeism within organizations. This is why Capability proudly partners with the Human Revolution Foundation (Stichting Menselijke Revoluatie – in Dutch), a movement advocating for a more human-centric corporate landscape. Organizational psychologist Sven Rickli, founder of this foundation, explains how a human-centric organization positively affects employee well-being and engagement, ultimately enhancing business performance. He shares the philosophy behind a human-centric culture and offers practical tips for implementing it within your own organization. Let’s dive in.

Prosperity vs. Well-Being

“Feeling good, working better” is a proven philosophy, according to Sven. “In the past, employees were primarily associated with their performance in the company. Organizations were often results-driven, paying less attention to employee well-being. During the latter half of the 20th century, it was commonly believed that prosperity and well-being go hand in hand. Working harder was thought to lead to greater wealth, and as prosperity increased, so would well-being. At least, that was the assumption. Many companies focused heavily on maximizing revenue and profits. This held true until about 15 years ago when data began to show a decline in well-being, even as prosperity continued to rise. This downward trend in well-being persists to this day.”

The Human Revolution

Results are a logical outcome of the work performed by people. Humans are not merely a means to an end, which calls for a new mindset. Enter the Human Revolution. Sven elaborates: “In recent history, we’ve witnessed the Industrial Revolution and the Technological Revolution, characterized by the rise of capitalism and an increasing focus on working harder, faster, and more efficiently. During this time, organizations became increasingly geared toward maximizing profits. The Human Revolution posits that people provide value. Prosperity is the result of well-being. Results are not a lever you can directly pull; they are always the product of human effort. By designing a human-centric organization, you place your people at the core, leading to positive outcomes.”

Quality of Life

For many, quality of life has diminished in recent decades, partly due to technological advancements that have increased the quantity of our relationships while reducing their depth. Online interactions are often quicker and more superficial, with less genuine connection. Many people feel emptier and lonelier, spend more time indoors, eat poorly, and exercise less. These factors significantly impact human happiness. A human-centric organization prioritizes quality of life.

Putting people first, Sven explains, naturally leads to better outcomes. “At its core, I advocate for making the corporate world more human-centric. Don’t just aim for happy employees; strive for happy people. This is closely linked to quality of life. Embracing this philosophy as an organization also means developing a leadership vision rooted in understanding your people’s needs. This understanding must translate into actions that positively influence behavior while aligning absenteeism policies and talent management with a human-centric approach. On average, 55% of employees in the Netherlands are not in the right role, with 35% unwilling to change. That’s a clear loss of talent!”

Bringing People Together, Inspiring, and Activating

The Human Revolution Foundation focuses on inspiring and activating organizations, with measurable success. The foundation now has 6,000 followers and 2,500 members. In 2024, its first seminar attracted 837 executives, HR managers, and leaders to a sold-out AFAS Theater. Sven: “An increasing number of organizations are stepping up to initiate a human-centric approach. Initially, this movement was led by a few forward-thinking leaders and organizations. For example, Hutten Catering refers to its employees as collaborators, and Meander Hospital in Amersfoort normalizes a human-centric mindset for both staff and patients. Often, a small group is all it takes to drive change. We bring these pioneers together to inspire each other, gradually building a larger movement.”

Tips for Creating a Human-Centric Organization

We asked Sven for practical tips that can be applied immediately.

• Understand People’s Needs

“It’s essential to recognize that people are incredibly diverse. Historically, factory workers were predominantly men with uniform clothing, salaries, and work hours. Today, the workforce is far more diverse, making standardization impossible. The key lies in adopting a needs-based approach rather than a supply-driven one.

Start with a thorough analysis to understand what your employees need and want. Take the time to check in with them regularly or conduct employee surveys.”

• Facilitate Based on Insights

“Once you’ve identified employee needs, act on them. For instance, scheduling can be a challenge in many companies. Flip the process: ask your employees what their ideal schedule looks like and let them select their preferences. You’ll often find that natural distribution occurs, creating schedules that work well for most employees. This approach accommodates diverse life stages, needs, and preferences, resulting in better alignment.”

• Foster In-Person Connections

“Face-to-face interactions energize employees. While remote work has become more common since the COVID-19 pandemic, it’s crucial to encourage physical meetings. Make the office an inviting and inspiring place to be. Provide excellent coffee, comfortable workspaces, quality lunches, brainstorming areas, and opportunities for team bonding, such as table tennis or padel courts. This sends a clear message: as an employer, I value my people and want to offer them the best.”

• Human-Centric Approaches Lead to Results

Creating a human-centric organization doesn’t mean disregarding results. On the contrary, results are part of the formula. Focus on initiatives that genuinely impact your team’s satisfaction and effectiveness. Sven shares an analogy: “When you throw a stick for a dog, it chases it eagerly, wagging its tail. The stick represents impactful initiatives, and the wagging tail symbolizes results. If you focus solely on results, you’ll end up chasing your own tail. Instead, concentrate on meaningful actions that drive impact.”

• Measure the Impact

“Conduct thorough analyses of absenteeism and turnover in your organization. These metrics help determine whether your efforts to become more human-centric are effective. By prioritizing employees within your culture and approach, you’ll see increased engagement and productivity. Employees will feel more fulfilled, resulting in significantly reduced absenteeism and turnover. Moreover, attracting talent becomes easier, as people prefer working for organizations that prioritize them. With this data, you can evaluate the success of your human-centric approach.”

A Plan of Attention & Action

A human-centric organization revolves around giving people the attention they deserve. Sven explains: “Attention and action go hand in hand. We often call it a ‘Plan of Attention,’ outlining how your organization focuses on and supports its people. This includes connection, reflection, social contact, and recovery. At the same time, action is essential. Gathering insights without implementing interventions and actions has little value.

If you want to make your organization more human-centric, start with analysis, move to advice, and then implement actionable steps tailored to your culture, services, people, and market. Actions that are impractical or unrealistic will have minimal impact.”

Seminar 2025, AFAS Theater Leusden

On May 15, 2025, the next “Human Revolution” seminar will take place. Follow the foundation on LinkedIn, become a member, and register for this inspiring event.