The quality of the performers determines the quality of performance in any field. Performers are people. And to get the best you need to create a people centric workplace.
In the modern business world, the term “human resources” is commonly used to refer to the people who work for a business organisation. While this terminology has been widely accepted globally, it can sometimes create a dehumanising image of employees as mere tools, rather than the unique individuals they are.
It is essential to recognise that employees are not resources; they are humans with dreams, aspirations, emotions, and lives outside of the workplace.
Employees are not resources to be managed; they are human beings who bring their unique qualities, experiences, and aspirations to the workplace. By treating employees like people, businesses can create a more positive and productive work environment.
Recognising the humanity of your employees is not just the right thing to do but also a smart business strategy that benefits everyone involved.
One fundamental element of treating employees like humans is establishing open and honest communication channels. Employees should feel comfortable sharing their ideas, concerns, and giving feedback.
Satisfied workforce
Encouraging a culture of transparency fosters trust and permits employees to voice their thoughts, ultimately leading to a more engaged and satisfied workforce. Invest in your employees’ growth and development.
Offer training, mentorship, and opportunities for career advancement. By doing so, you show that you care about their personal and professional development, making them feel valued and invested in their future within the organisation.
Employees work for a living, and fair compensation is essential for them to meet their financial needs and support their families. Ensure that your employees are compensated fairly, and provide competitive benefits such as healthcare, retirement plans, paid time off, and rewards and recognition programs. Recognising their financial well-being demonstrates that you respect their needs and value their contributions.
Regularly acknowledge and appreciate your employees’ efforts and achievements. A simple “thank you” or recognition for a job well done can go a long way in boosting morale and motivation. Consider implementing employee recognition programs to celebrate their hard work and dedication. Mental health is a critical aspect of overall well-being. Provide resources and support for mental health, and foster a stigma-free environment where employees feel comfortable seeking help when needed. Promote a culture of empathy and understanding for those facing mental health challenges.
Work-life integration
In a world where work and personal life often intersect, encourage work-life integration rather than strict separation. Allow flexible work arrangements, remote work options, and consider the individual needs of your employees. This approach recognises that life and work are not neatly compartmentalised. Employees have lives outside of work, and acknowledging this fact is crucial. Recognise their personal milestones, such as birthdays, anniversaries, and family events. Offer flexibility to accommodate personal needs when possible, whether it’s for childcare, health issues, or other responsibilities.
This understanding and flexibility can greatly improve an employee’s overall work-life integration. Would you want to run the risk of having one or more employees coming to a workplace where they don’t feel understood and valued? Since using tactical empathy helps keep your employees happy, it also helps them work more efficiently and effectively.
Empower your employees by giving them autonomy and trust. Allow them to make decisions and take ownership of their work. Trusting employees not only boosts their confidence but also demonstrates your belief in their abilities.
Get into their shoes
As a leader, manager, or executive, you weren’t always the one in charge. At one point, you were working for someone else. When you think of your old boss, you can likely remember exactly how that person made you feel when they took an undesirable tone, disrespected your time, or just piled more and more work onto your plate without any signs of appreciation.
Great managers always remember that their workers are people first. They practise tactical empathy and try their best to see things from their employees’ perspectives. They understand that, at any given time, employees might be carrying around baggage from inside and outside the office. And they respect that.
By consciously and proactively practising tactical empathy, you can reduce the likelihood of assigning too much work, or moving in a direction that makes someone upset — and therefore, less productive.
As a boss, you need to be acutely aware that this is the default setting for many of your employees. You also need to ask yourself a question: Do you thank your employees as much as you task them? How often do I thank my employees for a job well done?
Public recognition for working hard and doing a good job is a huge motivator. While you shouldn’t go over the top with it — which would make it somewhat meaningless — you should make sure you congratulate your team on a job well done when it’s warranted. Build a culture that makes people feel good to be at work and feel valued and you will notice a difference in output and engagement.
Work is never all unicorns and rainbows. Sometimes, the going gets tough. As a leader, you need to learn how to navigate these delicate situations and deal with any fallout. It’s OK to be a little aggressive or assertive when you’re addressing the entire group. But when you’re dealing with a rogue employee directly, you need to take a different, person-to-person approach.
To sum it all up, keep the platinum rule in mind. Treat your employees the way they want to be treated. Be empathetic, courteous, and appreciative. And when the going gets tough, keep your cool. It’s the easiest way to make your team feel valued — which, in turn, will help your business enjoy better outcomes.
