Neuroscience and HR

• Business practices that follow top-down management models, keep details from employees about their daily work, and ignore staff complaints evoke a sense of low-level threat at a neural level. As a result, employees back off and disengage.
• The vast majority of L&D professionals are not using insights from neuroscience. A 2015 CIPD study found that only 25% of respondents integrate neuroscience findings into practice.

Our Advice

Critical Insight

• Many see social skills as the “soft and fluffy,” non-essential side of business. Neuroscience provides solid evidence that social skills play a central role in creating a productive and engaged workforce.
• Together with HR metrics, neuroscience provides the data that HR needs to gain credibility and influence with organizational stakeholders by showing how people practices affect the bottom line.

Impact and Result

• The study of neuroscience in HR provides new approaches to old problems, resulting in increased employee engagement and innovation.
• Understanding how the brain responds to situations allows organizations to tailor practices and programs in a neuro-friendly way, resulting in increased performance and productivity in the areas of performance management, learning & development, workplace culture, and change management.