What being ‘people first’ really means.
Finding the right people to join your company can be difficult and, once you find them, you want to keep them. By developing a people-centric approach you will find it easier to motivate your staff, inspire them and promote enthusiasm for the job and the organisation.
What does being “People First” actually mean?
There are lots of definitions, but this one is simple and straightforward:
“To be people-centric is to put your people at the heart of everything you do, always” Inpulse 2021
Where a big salary may have been a key factor in job satisfaction in years gone by, today it is about many other factors. Creating an organisation where people feel safe and valued, that nurtures employee and career development and promotes wellbeing and work/life balance is crucial to being a "People First" organisation. Sadly, many organisations talk the talk but they do not walk the walk.
What are the benefits of being people-centric?
It’s a no brainer really. Happy employees will lead to them doing a better job, working harder for the company that values them and, therefore, increased revenue for the business. You can also expect reduced staff turnover and absenteeism.
The results of being people-centric on the inside of an organisation will reap benefits from the outside too – talent will be attracted to your company and clients too.
Source: umwelt.ai
What do you need to put in place to be people centric?
There are many ways great initiatives you can adopt to become more people-first, but there are three critical ingredients you need to invest in to ensure success; commitment from senior leadership, focus on what your employees need and shared goals to ensure accountability.
People-centric leadership style
A people first culture starts from the top. The Leadership style is not one of hierarchy, status or power. Leaders should drive a culture where employees feel valued, listened to (part of the decision-making process) and are given support to develop themselves both personally and in their careers. Everyone at the top of the organisation needs to know and understand the people-centric culture so that they lead by example.
Leaders should also champion diversity, making sure each and every employee has a sense of belonging, feels supported and represented. Unique thoughts, perspectives and experiences should be fostered and employees allowed to flourish.
Employee experience
In a people-centric organisation, employee experience should not be something that just happens, it should be at the forefront of all your decisions and processes from onboarding to offboarding.
Things like flexible working, employee wellbeing and personal development are key. But don’t just make assumptions – through employee surveys you can find out what your employees think and use their feedback to further improve processes.
Develop purpose-driven goals
Employees are generally not motivated by the financial goals of a company. Instead, they are motivated by purpose or the “why”. People are more likely to thrive when they have clear purpose and meaning. This is where clear communication of the company’s values is important.
Employees should be encouraged to get involved in discussions around creating plans to act on those values. Encourage them to become part of the vision. By putting your people in the driving seat, you can reap the rewards of their empowerment and innovation.
We helped two of our clients - Peak Indicators and Great - create a “manifesto” to express their vision, values and how important their people were to the health and growth of the business. These types of projects can be a great way to see employee feedback on what’s important to them, and help the leadership team commit to people-first initiatives with clarity and transparency.
Let us know if we can help you and your business do the same.
