Cultures are the way of life for any organization. These set the tone for employees, provide a sense of identity, and influence how people work together as a team. A culture needs to be more than just words on a wall or a list of values; it needs to be something that’s lived every day by every employee. A people-centered culture is one that connects people with their humanity in order to drive organizational change, innovation, and continuous improvement. A people-centered culture is one that empowers employees and drives them to reach their full potential. It focuses on creating an environment where people feel safe and trusted so they’re able to do their best work.
Why Establish a People-Centered Culture?
A people-centered culture will change the way your organization works by focusing on human relationships and connections. This type of culture also enables employees to bring their whole selves to work. You’ll see how employee satisfaction, engagement, and retention improve when people feel comfortable bringing their authentic selves to work. A people-centered culture is essential in times of organizational change or when your company is experiencing rapid growth. It gives employees a sense of belonging and helps them understand their role in the changes. Organizations with a people-centered culture also find it easier to create a workplace that’s inclusive. When everyone is welcomed and feels valued, your team will be able to work together more effectively. This can also help your organization attract top talent.
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How to Establish a People-Centered Culture
Establishing a people-centered culture takes time and commitment from everyone in the organization. You can’t expect to flip a switch and suddenly your culture is transformed into one that focuses on people. A people-centered culture is one where people understand the importance of one another and are empowered to bring their best selves to the organization. There are three main areas where you can establish a people-centered culture at your organization: culture, inclusion, and feedback.
- Culture: Culture is the way of life for your organization. It’s the set of values, beliefs, and rituals that are woven into the fabric of your company. A culture people-centered culture drives organizational change, innovation, and continuous improvement.
- Inclusion: Inclusion is about welcoming everyone who is a part of your organization. This means removing barriers that might keep certain people out and making sure everyone is treated with respect. Inclusion is woven into the fabric of your culture. It helps employees understand that everyone is important and valued.
- Feedback: Feedback is essential to a people-centered culture. When employees feel safe giving and receiving feedback, it enables them to grow both personally and professionally.
Create a safe environment for feedback and learning
It’s important that employees feel safe giving and receiving feedback at work. This will help everyone grow as individuals and help the organization as a whole.
- Create a feedback culture: Create an environment where feedback is normal and expected. When negative feedback is constructive and helpful, it can be an asset to your organization. When giving feedback, focus on the behavior, not the person. Be sure you’re providing feedback in a way that’s respectful. When receiving feedback, take it as an opportunity to grow.
- Be open to learning from mistakes: Mistakes are a part of life, and they’re also a part of work. When people are afraid to make mistakes, it can lead to poor decision-making and self-doubt. When mistakes happen, don’t dwell on them. Instead, use them as a chance to learn and grow.
Help employees feel included and cared for
- Create a culture where everyone feels included: While some organizations naturally feel inclusive, others don’t. If you want to build a people-centered culture, you’ll need to look at your organization’s culture and see where you can adjust it.
- Make your benefits package top-notch: Your employee benefits are important, as they show employees you care about them as individuals. It’s essential that you offer benefits that are relevant to your employees and their families. Your benefits package should include things that help your employees live healthy, happy lives.
- Be open to feedback from employees: Only when your employees feel comfortable giving you feedback will you be able to build a culture of inclusion.
Give people control over how they do their work
There are lots of different ways to approach work. When you create a culture where people have control over how they do their work, you enable them to be more creative, collaborative, and productive.
When designing your organization’s work practices, keep these things in mind:
- Create a culture of trust: When you create a culture of trust, you’re creating a safe space where employees can explore their ideas without fear of failure. When you trust your employees, they’re better equipped to do their best work.
- Give your employees the freedom to try new things: When you give people the freedom to experiment, you encourage them to be creative.
- Create a culture of learning: When you create a culture of learning, you help your employees become better at their jobs.
- Make sure that everyone has access to the same information: When everyone has access to the same information, they’re able to collaborate more effectively and make better decisions.
- Give your employees control over how they do their work: If you give your employees control over how they do their work, they’ll be able to be more creative, collaborative and productive.
- Designate time for people in different roles to work together: Make sure that everyone is working together toward the same goals by setting aside time for cross-functional collaboration.
- Don’t underestimate the importance of career development: It’s important that you provide clear career paths and opportunities for growth so that your employees know where they stand in relation to one another. This helps with retention because it gives people something to look forward to as well as a sense of purpose and meaning in their work.
A people-centered culture is one that’s inclusive, open to feedback, and gives employees control over how they do their work. This type of culture also focuses on creating a safe environment where people feel included and cared for. Building a people-centered culture won’t happen overnight. It will take time and commitment from everyone in the organization. When you’re able to create a culture that focuses on people, you’ll see how your organization changes.