By now, we’ve done our best to adapt to the intensive change over the past year brought on by the pandemic. But as we try to regain a semblance of normalcy, it’s important to recognize that the world of work was already changing and recent events have only sped up the process. Even as we start to see a light at the end of the tunnel, we know things can’t truly go back to “normal.” But in many ways, this is a good thing. One thing we learned is that we have to make space for the holistic human experience in the workplace, and when we do, the results are amazing.
Soft skills have always been important, but often take a back seat to KPIs, ROI, and revenue goals. But now, we’re seeing that these soft skills are an integral part of business success. In fact, Gartner’s 2020 ReimagineHR Employee Survey shows that employers who support employees with their life experience see a 21% increase in the number of high performers than organizations that don’t provide the same degree of support.
But supporting employees goes beyond flexible hours and encouraging time off. It’s about building a culture of empathy, compassion, and humanity so that no matter what personal or professional obstacles they face, your employees know you have their back. Consider the following three opportunities to embed a more human approach into your people practices:
1. Every voice matters
You know what they say about assumptions – so it’s critical to ask direct questions and listen to the answers before making any major decisions that will impact your employees. For example, you might think that the top concern of employees is related to childcare, when in fact it is actually career mobility. Demographic and anecdotal data provide an incomplete picture, and your employees are likely more than willing to directly tell you what they need. Using surveys to listen to and understand your employees will guide you in the right direction and nurture a sense of mutual trust between your organization and your employees.
Not sure how to get started? Check out our employee engagement starter kit.
2. Performance starts with empathy
So often, managers and leaders get lost in the numbers. While the performance management process does need to metric-driven to a certain extent, the core drivers of actual performance start with a focus on empathy and coaching. A number can’t show someone how to improve, especially if it only comes as a final judgement once a year. Taking the time to have regular conversations with your employees and offer support will naturally drive performance improvements and further build on the mutual trust. This shows your team that you care not only about metrics, but also about their individual development and success.
Learn how to embed humanity into your performance process. Get the performance management toolkit.
3. Challenges are growth opportunities
Traditionally, employees have been driven by a sense of fear – fear of losing their jobs, of performing poorly, or of looking bad if they don’t know something. This is not only a huge missed opportunity for development, but can also lead to bigger performance errors if someone is afraid to ask for help. A growth mindset extends beyond training sessions or educational courses, every interaction is a development opportunity. Managers, leaders, and even peers should adopt this outlook to encourage a culture of growth. This not only serves the individuals, but also improves the overall quality of work across the organization.
Don’t miss an opportunity to incorporate development conversations into your everyday workflow.
Building a better workplace starts with humanity
In the end, we all want the same thing – to feel a sense of purpose, belonging, and success. When organizations support their employees, employees naturally want to do their best work. Adopting a more human approach to the employee experience is the key to setting your organization up for success in the new world of work. It doesn’t require extensive time or resources, simply adopting this mindset will reveal opportunities to improve and humanize the employee experience.
