What does a human-centric workplace look like?
A human-centric workplace means that you put your people in the center of your business strategy. Your employees first, your customers second, then your vendors, your local community, and your shareholders at the end.
From a culture standpoint, leaders must answer these two questions:
There is no magic here. It is a very hard exercise; it requires a daily routine and a daily focus. It starts with talking to your people, the same way you talk to your customers, you talk to your Board and to your shareholders.
It’s about understanding your people’s needs, motivations, motivators, inspirations, aspirations.
The people insights you collect (qualitative, quantitative) – by having 1-1 or group conversations, sending a weekly pulse survey – help leaders design what the employee journey should look like (from an employee’s perspective, not from the employer’s eyes), which in turn defines what the employee experience should be.
For instance, here at LifeGuides, we do a weekly pulse survey and ask the following questions each week (plus an additional question that varies from week to week):
This survey does two things. First it collects both CSAT and NPS quantitative data week after week, which provides insights on how people are feeling about their job, the company, and our leadership. But it also, and most importantly, provide qualitative data which helps understand why they’re feeling that way, so that our leadership team can make adjustments as needed.
Talk to your people, listen to them. You’ll be surprised how much you learn!
