The impact of people-focused organisations is huge.
When you prioritise people, allowing them a sense of fulfillment beyond getting paid, they work happier and smarter. They care more. They feel part of something bigger than themselves.
It’s no small thing, this sense of pride in the workplace, it ripples out into people’s personal lives and their relationships.
This is why more and more organisations are looking towards their people and their teams as a primary point of investment.
So how do you get started?
Firstly, know that a people-focused company culture is always something that is evolving and growing. It’s not something that is implemented, ticked off, sit back, and watch your margins increase.
Real listening, without agenda or expectations.
Taking the time to get to know your people is the primary objective. Just listening can be a challenge as we’re so used to having a dialogue with people, plus as business owners, team leaders and entrepreneurs we always have some idea of where want the conversation to go.
So, take some time, listen. Get to know your people. Understand them. Without judgement or opinion.
What is it that people really want?
Of course, that’s a philosophical can o’ worms that could fill an entire Google server!
And all this, without them even knowing, that’s the interesting part. You don’t need to tell them; you don’t need to have some grand announcement that you are going to start listening to them and fulfilling their needs.
But there are some fundamental human needs that with some awareness and practice of, you can start to build a people-focused culture and see immediate improvements in people.
So, let’s dive into four fundamental human needs you can start to utilise now to move your workplace to a people-focused workplace.
We all want to be seen. We all want to be acknowledged and recognised for our contribution to the world, to our work and our relationships.
Simply acknowledging people’s existence, saying hello with a smile is a HUGE validation and affirmation of people’s value and desire to feel part of something.
Maybe you already do this automatically, maybe its something you’re consciously trying to do more of. It is very human to see others.
And here’s the benefit: it’s free and feels good, right? It costs nothing and instantly improves the wellbeing of the other person.
92% of employees report feeling more appreciated at work when they are recognised*, so its backed by evidence.
Every person in your organisation from the CEO to the cleaner has a unique perspective on your business.
The more people in your company, the more potential data points you have access to on how your business operates.
Simply by listening, again without agenda or opinion.
Just a curious ear, and a genuine ‘thank you’ is all it takes for someone to feel heard and valued in opinion.
When you feel heard, you know your thoughts and ideas are valid, relevant and welcome. You’re much more likely to care about the business, the leadership, its goals and its day-to-day workings if you feel your ideas will be heard without judgement or ridicule.
The next two dive a little under the surface, these are the next steps to building an outstanding company culture, but require a little more skill, patience and understanding.
This need is like the need to feel heard but is more nuanced. A lot of people simply don’t speak up in the first place.
Unfortunately, a paradigm of hierarchy and top-down leadership has conditioned a lot of people to not feel psychologically safe to speak up unless they are ridiculed or shamed.
This is probably a bigger problem than you think. If people don’t feel safe to share, if you feel you may be wrong, or ‘wronged’ then you bottle it up, push it down and suppress it, which will ultimately have negative consequences down the line.
People hide who they really are in an attempt to prove, please, perform, perfect and pretend. This restricts their creativity and productivity.
If on the other hand, people feel safe and secure to name things in the moment, speak their truth, raise a concern, be courageous to share an idea, then we guarantee we can move on, and move through situations swiftly and effectively.
This is a big step and takes time to build the trust that you are a safe ear, a safe haven for any question, opinion, or challenge.
Now we’re getting into murky territory. And by this, I don’t mean, that you are always available for a hug. You still need to remain professional and boundaried!
There are times of challenge and sleepless nights in anyone’s life, especially as adults and busy professionals. These are the times we feel overwhelmed, burnt out, frustrated and exhausted.
In these times we need to care for one another, like family. Mental and physical wellbeing comes first. No one is productive, effective or creative when their nervous system is dysregulated.
In these times you need to encourage self-care and rest, obviously within the bounds and respects of business obligations.
That’s comforting!
And it goes on, there’s so much we can do for people when they are in need, sometimes just being present, listening and breathing with people is enough, after all, we are a co-regulating species.
For now, the simple practice of acknowledging and listening to your people, taking a genuine interest in them will transform your culture, slowly and surely. There’s always a chance you’ll gain an insight that will be the catalyst for your next big business idea.
All this is more than a start, it’s a foundational principle that will ensure you are set up for uncertainty and risk in the future.
And finally, appreciate others, with your encouragements and gratitude. Be genuine.
This is real leadership, leading with a whole heart, it takes courage and practice. You teams will respect you and care more about the work and the business.
To find out more about how to lead with wholehearted values, get in touch with us at Wholehearted AF to find out more about how we can support you and your team to work smarter, be happier and care just that little bit more.
