Rearchitect work for an altered world

HR Leaders
Across Geographies
Spanning industries

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"Rearchitect work" to be future-ready

The way work is seen, has changed forever. While some employees are at home being at home, some can't wait to return to the busy office. This new normal requires organizations to "Rearchitect work" to be future-ready. The job of coming up with the right answer that works for the organization, falls invariably on the human resources department. The Upraise Research Council, spoke to 500+ HR leaders across USA, Europe and APAC to find commonalities that can be applied to a new, cohesive workplace across culture, behavioural changes, performance management, and leadership.

As we gear up to work in an hybrid workplace environment, how are HR leaders from across the globe looking at adapting to this new normal? Hear Renu is CHRO, India & Sub Con for DB Schenker
, Giridhar GV- Executive Vice President- Global Human Resources at Hinduja Global Services, Prof. Robyn Catagnus- Behavioral psychologist and Anand Inamdar- CEO Amoeboids

1. Cutivating Culture Remotely

62% organization claim to have reworked on policies to meet the requirements to the new normal

Technology based solutions facilitate seamless working in 21% of the organizations

100% of the respondents were positive about their focus on talent development

88.9% were also looking at improving the work -life balance


2. Motivating employees to be future-ready


Believe Objectives & key results (OKRs) that tie up employee goals to corporate strategy can motivate employees

Connecting behavior change initiatives to purpose and mission gets the highest number of votes

Consider coaching and feedback to be vital

3. Enhancing performance management

44% respondents say their performance management process has completely changed or evolved

Over 77% respondents believe incorporating continuous learning & upskilling into performance evaluation process is very important

At the same time, 44% report minimal changes to the process

11% reported no changes at all

Over 44% respondents believe its important to align current performance management systems with OKRs of the organization


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Discover the various factors driving change, and how HR professionals and businesses are adapting to keep pace with those changes

In conversation with CHROs

Naveen Narayanan - CHRO, Biocon

"Future of performance is continuous and not about managing the process. It is going to be fb & linkedin kind of notifications doing things daily."

Heather Saville Gupta- Head - Culture and Employee Engagement at Whitehat Jr, a Byju's company

"Metrics for performance need to be very tight and clearly defined. And should not depend on the manager- employee relationship of the equation"

Dipankar Ghosh,CHRO Bajaj Consumer Care

"Pandemic helped us at a very fundamental level to rethink the way we look at the workplace, rethink the way we manage ambiguity, and rethink the way we were used to probable challenges at work. Will share quote for Damir shortly."

Damir Abdic, OKR Coach

"Technology & tools that support OKRs are extremely important for smooth transition towards OKRs adoption."

Hannes Albrecht - OKR expert

"To implement OKR’s you need to have a strong vision and strategic direction and from there you need to integrate more brain power of your people and concentrate on the right things to move in the right direction."

Vinay Trivedi - Global CHRO, TerraPay

"Organizations need to appreciate that there are 2 or 3 types of workforces. Hence they need to provide information in different ways"

Mukom Tamon - Head of capacity building at AFRINIC

"Effectiveness + Efficiency + Agility= Excellence.
With OKR you are directly influencing 3 dimensions of excellence"

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