At the same site in Chongqing, China, Haier faced high turnover and rising hiring costs driven by diverse employee needs – particularly among Gen Z staff, who comprise 81% of the frontline. In response, the company created an innovative, unified platform that integrates multiple data sources, including human resource (HR) systems, monthly satisfaction surveys and performance metrics to track 14 key features of staff needs such as pay, career goals and employee satisfaction. Utilizing dynamic profiling, the platform employs gradient boosting decision tree (GBDT) algorithms to identify employees who present high attrition risk, and then auto- matches them with customized actions like performance talks and role rotation. This proactive approach addresses staff concerns promptly, mitigates passive working attitudes and significantly reduces attrition risk. While the initiative has only been deployed for a year, the impact has been notable: attrition has dropped by nearly half, overall satisfaction of Gen Z employees has surged by 43%, and the average full-time equivalent (FTE) tenure has increased by 28%.CASE STUDY 3 Haier A surge in absenteeism due to chronic illnesses during the pandemic prompted Unilever’s site in Pouso Alegre, Brazil, to pilot a personalized health programme and app, Healthier U, focusing on nutrition, physical activity and well-being. This innovative approach, which included strong engagement from all shifts (particularly the night shift), led to a full global rollout. Absenteeism dropped eight percentages points from 10.8% to 3.0%, and the percentage of people declaring health impacts on their work decreased by 52%. Additionally, programme engagement among night-shift employees saw a significant increase of 27 percentage points. By encouraging healthy habits through group challenges, personalized coaching and ongoing guidance, Healthier U has demonstrated that investing in employees’ health and well-being can improve engagement while boosting shop floor productivity.CASE STUDY 4 Unilever Community insight: Mahindra & Mahindra The automobile manufacturer was facing turnover among skilled staff, which caused project delays and high recruitment costs. Exit interviews revealed that limited growth and skill mismatches were the critical issue. To address this, the company developed the Predictive Engagement and Career Pathing Framework in 2023. The framework utilizes data analytics to identify disengagement and attrition risks by analysing performance trends, training progress and employee satisfaction surveys. It builds a digital profile for each employee that integrates skills, aspirations and learning behaviours, enabling personalized career mapping based on role availability and skill adjacency. Combined with mentoring, gamified learning and transparent growth pathways, the framework has enhanced employee engagement and reduced turnover by nearly 20%. Implemented over 24 months, it has aligned individual aspirations with organizational needs, creating a predictive, data-driven approach to retention.Employee health and well-being strategies A truly resilient workforce is made up of people who feel supported in a variety of ways, including some that may not be directly or obviously connected to their company function. Forward- thinking organizations are recognizing this by investing in comprehensive well-being initiatives. Examples include a high level of engagement from leadership, providing employee health apps, and offering unique skills training. These programmes allow people to bring their best selves to work by nurturing physical and mental well-being, reducing stress and enhancing overall life satisfaction. All of these “soft” benefits naturally translate to higher engagement – among some leading sites, daily absenteeism has been reduced by more than 40%. Empowering Frontlines 7

Empowering Frontlines 2025