Apart from our families and loved ones, our colleagues make up most of our human interactions daily. Nothing compares to genuine and authentic human interactions because the memories and experiences we share give life meaning at the end of the day. How then does an organization infuse humanity in the workplace?
Appreciation increases the morale and productivity of employees. An employee whose work and efforts are validated will care about the company’s success. Motivation plays an integral part in driving meaningful results of an entity. Humanity can be felt when employees have a sense of belonging, feeling like they’re part of a team. Organizations should aim at bringing back humanity into the workplace. This goes along with the overall benefits to culture and retention, it inspires greater meaning, purpose, and value among employees.
Recognition is an essential element to infusing humanity into the workplace. A workplace built on a culture of trust and employee well-being is fundamental in creating and sustaining a human-centric environment. According to Maslow’s Hierarchy of Human Needs, people are motivated by a sense of belonging, esteem, and validation.
It all begins with “Thank you.” By giving and receiving recognition, these needs can be met in the workplace. For instance, a company can have a program where colleagues can nominate each other for significant behaviors and exemplary efforts at the moment they happen.
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The recognition is then communicated throughout the company, and the recipient is given an award that translates into tangible, memorable rewards and experiences. While the rewards system gives our employees goals to strive for, it is ultimately the larger social impact of active recognition that keeps them continually recognizing one another’s achievements and contributions. When an employee’s efforts are routinely recognized, it is clear that it validates their contributions to something much more significant.
3. Listening to employers
A company can also improve the sense of humanity in the workplace when managers regularly listen to their employees’ voices. This can be done through census, pulse surveys, and social listening to understand the nature of their experiences at work.
Employers should also make their employees understand the deeper meaning of their work and how it contributes to the broader organizational purpose and goals, making sure performance is often discussed. This ultimately reinforces the idea that employees are members of a much larger collective with a core set of values, working together to achieve a common goal.
I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel. ―
4. Educating Business and Human Resource leaders
Organizations should educate, energize, and engage business and HR leaders to build more human-focused work culture. This can either be done annually or biannually to catalyze creating a more inclusive and human workplace. An organization needs to value individuals as key components to its growth and success.
A human-centric workplace is also crucial to attracting and retaining top talent. Companies should focus on infusing humanity at the workplace as a competitive differentiator to stand out. Human-infused workplaces will ultimately attract employees, increase bottom-line business results and propel the future of the human workplace. This is because today’s workforce is comprised of more socially-conscious individuals.
Modern employees care less about rigidly structured, ineffective bonus systems and more about ongoing feedback and the pursuit of fulfilling some greater existential purpose. Professionals today want to be a part of something larger than themselves and contribute positively towards impacting the human experience.
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