Redefining People & Culture for a Flexible and Productive Future

Remina Shefi is an accomplished HR leader with over 20 years of experience in driving business growth through people-centric strategies. Specializing in Talent Management, HR Transformation, and Diversity & Inclusion, she excels in aligning workforce initiatives with organizational goals to deliver impactful results.

In a thought-provoking interaction with Global Woman Leader Magazine, Remina shares her insights on how organizations are redefining people & culture to balance flexibility, well-being, and productivity, while fostering innovation, accountability, and human-centric strategies in the face of rapid digital transformation, in the article below.

With evolving workplace dynamics, how are organizations redefining ‘people & culture’ to balance flexibility, employee well-being, and productivity in the current market landscape?

Today, organizations are redefining "People & Culture" by recognizing that flexibility, well-being, and productivity go hand in hand. Instead of sticking to rigid 9-to-5 schedules, companies are embracing hybrid models and flexible hours, allowing employees to work in a way that suits their personal lives. But it’s not just about where or when people work, it’s about how they feel while doing it. Companies are investing in mental health support, regular check-ins, and creating a culture of trust rather than micromanagement. When employees feel genuinely supported and valued, they’re more engaged and productive, creating a work environment that fosters long-term success and well-being for everyone.

How can companies create a culture that fosters both innovation and accountability, ensuring employees remains engaged without feeling overburdened by performance pressures?

To create a culture that fosters both innovation and accountability, companies need to focus on supporting employees rather than pressuring them. Innovation thrives in an environment where people feel safe to experiment and take risks without the fear of failing. Clear expectations are important, but they should be paired with regular, constructive feedback to help employees stay on track. Encouraging collaboration and celebrating both successes and "smart" failures helps drive creativity without overburdening employees. When teams have the space to share ideas and contribute freely, accountability becomes a natural part of the process—allowing innovation to flourish without the stress of constant performance targets.

In an era of rapid digitalization, how can HR leaders embed human-centric strategies that prevent technology from overshadowing the essence of workplace culture?

In today’s digital world, HR leaders need to ensure that technology supports, rather than replaces, the human aspects of work. While tech can streamline tasks and improve efficiency, the core of workplace culture should always be about people. HR can use digital tools to enhance connections, like virtual team building or performance platforms that encourage collaboration, but it’s crucial to keep the human element intact. Technology should handle repetitive tasks, freeing up time for meaningful interactions like mentorship and personal recognition. Whether it's through wellness apps or virtual coffee chats, the goal is to make sure technology amplifies relationships and doesn’t make them feel impersonal, ensuring the workplace culture stays rooted in human connection.

How should organizations approach talent development to ensure long-term cultural alignment while addressing the increasing demand for agility and diverse skill sets?

To ensure long-term cultural alignment while meeting the demand for diverse skill sets, organizations should prioritize continuous learning and development. This means offering upskilling programs, mentorship, and opportunities for employees to take on cross-functional projects, all while staying connected to the company’s core values. Encouraging flexibility and internal mobility helps employees grow in a way that benefits both them and the organization. By embedding learning into everyday tasks—what we call "learning in the flow of work", companies can ensure that agility and cultural fit go hand in hand. The goal is to create an environment where employees can adapt, take on new challenges, and continue growing without losing sight of the company’s mission.

What unconventional cultural shifts should organizations adopt to enhance cross-generational collaboration and avoid resistance to evolving workplace expectations?

To enhance cross-generational collaboration, organizations should embrace a culture of mutual respect and learning. One effective way is through reverse mentoring, where younger employees teach senior leaders about technology and trends, while more experienced employees share their wisdom and institutional knowledge. It’s also important to recognize that different generations have different work preferences, so offering flexible work options—like remote collaboration for Gen Z or in-person meetings for Baby Boomers—can help bridge the gap. Storytelling sessions where employees from different generations share their career experiences can also foster understanding and empathy. By embracing diverse work styles and encouraging learning from each other, organizations can avoid resistance to evolving expectations and build stronger collaboration.

How can companies transform shared services from a functional necessity into a strategic driver of people experience and cultural integration across global teams?

To transform shared services into a strategic driver, companies need to shift from viewing them as just a functional necessity to a key part of the employee experience. By aligning shared services with the company’s core values and culture, businesses can create a seamless and personalized experience for employees, no matter where they are. This means integrating shared services into key areas like onboarding, talent management, and engagement to ensure a consistent, positive experience across global teams. When shared services are designed with empathy, transparency, and a focus on employee needs, they become more than just transactional—they help strengthen cultural integration and make employees feel valued every step of the way.