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Humanize Your Business: The Winning Strategy for Sustainable Growth

Updated: Jul 1

In a world where technology and automation increasingly dominate the business landscape, it's easy to forget the most valuable element of any business: the human beings that make it up .

strategy and people

However, the most successful companies today are those that put people at the heart of their strategy. They understand that the driving force behind innovation, growth and sustainability lies in the appreciation and well-being of their employees.

Taking a human-centered approach is about more than sporadic wellness initiatives or superficial benefits. It's about creating a company culture where every individual feels valued, listened to and encouraged to reach their full potential.

In this article, we will explore how companies can integrate this philosophy into their organizational strategies to not only improve employee satisfaction and retention, but also to boost overall performance and competitiveness.


The importance of a human-centered approach

Corporate culture constitutes the basis of the human-centered strategy in business.

It encompasses the values, beliefs, behaviors and practices that define an organization and its members.

A strong corporate culture aligned with human needs creates a work environment conducive to engagement, innovation and collaboration. It influences the identity of the company and shapes the way employees interact with each other and with customers.

It also builds the company's reputation on the market, thus attracting talent who recognize themselves in its values.

When workers feel valued and respected, their motivation increases, leading to better performance and a high retention rate.

A human-centered corporate culture promotes well-being at work, reducing stress and the risk of burnout.

By focusing on work-life balance, companies can ensure the health and longevity of their workforce.

Finally, a well-structured and people-centered corporate culture has a direct and positive impact on the company's financial results.

According to a Gallup study , companies with high levels of employee engagement see a 21% increase in profitability and a 17% improvement in productivity.

Another study estimates the loss of productivity due to employee disengagement at $8.9 trillion worldwide. This correlation between employee well-being and business performance highlights the crucial importance of putting people at the heart of organizational strategies.

At Imoran , we have observed this dynamic first-hand. Our clients who have invested in a positive and human corporate culture have not only seen an improvement in the satisfaction and loyalty of their employees, but also significant financial gains.


The impact of strategy on employee motivation

Organizational strategies play a crucial role in motivating employees.

A well-thought-out strategy, which focuses on people and their development, can transform the work experience and catalyze productivity.

Integrating recognition and appreciation of individual contributions into company strategy can significantly increase employee engagement.

When workers feel appreciated, they are more likely to give their best. According to a Gallup study, companies with the most engaged employees perform 23% better than companies with the least engaged employees ( Gallup ).

Autonomy and accountability are also essential motivators. Strategies that encourage individual initiative and allow employees to make decisions increase their engagement and job satisfaction. A Harvard Business Review study found that companies offering high autonomy to their employees see a 31% increase in productivity ( ).

Training and professional development opportunities must be integrated components of organizational strategy. Motivated employees are those who see a future and prospects for advancement within their company. According to a LinkedIn survey, 94% of employees say they would stay longer with a company that invests in their learning and development ( LinkedIn ).


These companies that have successfully adopted a human-centered approach

The adoption of a human-centered approach by some companies has led to remarkable results. Here are some examples of companies whose success is based in part on this strategy and the competitive advantages it can generate.

Google , known for its innovative company culture, emphasizes the well-being of its employees with workspaces that promote creativity and collaboration. This attention to teams translates into a high level of innovation and a dominant position in the market.

Patagonia , the outdoor clothing company, has integrated social and environmental responsibility into its strategy, attracting employees who share these values and thus strengthening its brand image and business performance.

Spotify , the Swedish music streaming company, is another example of success through a people-centered company culture. Spotify places a strong emphasis on the flexibility and autonomy of its employees.

Their CEO, Daniel Ek, defends “the Scandinavian leadership model where the decision-making process is delegated and managers are authorized to make important decisions. He even says he is “probably the person with the least power at Spotify and the one who makes the least decisions. » ( Interview with Daniel Ek).

Additionally, in 2021, Spotify announced its "Work from Anywhere" model, allowing employees to choose where they work, which has increased employee satisfaction and engagement ( Spotify ).


As you can see, the human-centered approach goes much further than buying foosball tables for break rooms and organizing yoga sessions between noon and two. Beyond well-being, it also addresses points such as leadership, commitment, corporate social and environmental responsibility, etc.


How to implement this strategy in your business?

To implement a human-centered approach within your company, it is essential to adopt a strategic and coherent approach. Here are some key steps to follow:

1. Evaluate and redefine corporate culture:

  • Start by assessing your current company culture. Identify the values, behaviors and practices that are in place and analyze their alignment with a human-centered approach.

  • If necessary, redefine the company's mission, vision and values to reflect this people focus. Make sure these elements are well communicated and integrated into all facets of the organization.

  • A Deloitte study highlights that companies with strong corporate cultures often see significant benefits, including increased employee engagement and retention, as well as better long-term financial performance ( Deloitte United States ) ( Deloitte United States ).

2. Involve employees in the change process:

  • Actively involve your employees in the change process by consulting them and involving them in creating the strategy. This strengthens their commitment and their sense of belonging.

  • Use surveys, focus groups and workshops to gather their opinions and suggestions. Transparency and open communication are essential to building trust and buy-in for change.

3. Develop training and professional development programs:

  • Invest in continuing education and professional development programs for your employees. This supports their personal and professional growth and shows that the company values their progress.

  • According to a LinkedIn study, companies that have a strong learning culture have a 57% higher employee retention rate than those that don't (LinkedIn 2023 Workplace Learning Report ).

  • Offer varied learning opportunities, such as online training, in-person workshops, mentorships and career development programs.

4. Encourage autonomy and accountability:

  • Foster a work environment where employees have the autonomy to take initiatives and decisions. This strengthens their commitment and job satisfaction.

  • An academic study found that companies offering high autonomy to their employees see a 31% increase in productivity.

  • Develop flexible organizational structures that allow employees to collaborate and contribute meaningfully to company goals.

5. Establish recognition and reward mechanisms:

  • Integrate recognition and reward systems that value employees’ individual and collective contributions. This may include financial rewards, public recognition, career development opportunities, and employee benefits.

  • According to a study by Nectar , nearly 78% of employees agree that they would be more productive if they were recognized or rewarded for their work more frequently.

6. Promote work-life balance:

  • Implement policies that support work-life balance. This may include flexible work hours, telecommuting, generous paid time off, and wellness programs.

  • With an increasingly fine line between private and professional life, achieving balance is no longer a luxury but a necessity. Moreover, a survey showed that 48% of employees say they are ready to leave a job if it encroaches too much on their personal life according to a study by the World Economic Forum.



A people-centered approach and the development of a good corporate culture have become the cornerstones of successful organizations. Organizational strategies that value individuals and their contributions generate stimulating work environments, conducive to employee motivation and development.

At Imoran , we are convinced that the future of companies rests on their ability to implement strategies that take into account the needs and aspirations of their employees while adapting to future challenges.

People must remain at the heart of the strategy for sustainable and ethical development of professional activities.



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