Gallup is the go to for research, especially when it comes to all things workplace. However, I think they got their latest message wrong. At least partly. I do agree that culture is one of the biggest leadership issue of our time. I don't believe that the workplace as we know it is dead. I think it's a great time to focus on creating a culture where employees feel valued and feel like they belong. When we do that, we'll create thriving workplaces where both employees and business succeed.
The importance of building a human centered culture.
1:22
When an employee feels they belong.
2:43
Culture is hard to create, but it does take an intentional effort.
3:44
How to help employees feel purpose in their work?
4:50
Building a strong people-centered workplace culture using value culture. 6:28
Thanks for listening. Grab the book the podcast is based on at https://mybook.to/culturesecrets . Check out my website www.chelliephillips.com for more great content. Follow me on LinkedIn.
Gallup is the go to for research, especially when it comes to all things workplace. However, I think they got their latest message wrong. At least partly. I do agree that culture is one of the biggest leadership issue of our time. I don't believe that the workplace as we know it is dead. I think it's a great time to focus on creating a culture where employees feel valued and feel like they belong. When we do that, we'll create thriving workplaces where both employees and business succeed.
The importance of building a human centered culture.
1:22
When an employee feels they belong.
2:43
Culture is hard to create, but it does take an intentional effort.
3:44
How to help employees feel purpose in their work?
4:50
Building a strong people-centered workplace culture using value culture. 6:28
Thanks for listening. Grab the book the podcast is based on at https://mybook.to/culturesecrets . Check out my website www.chelliephillips.com for more great content. Follow me on LinkedIn.
If workplace culture is your jam, you're in the right place. Check out this episode of culture secrets, the podcast dedicated to creating workplaces where both employees and the companies thrive. Welcome to the culture secret podcast. I'm your host Chellie Phillips, and this week, I'm here to tell you I think Gallup missed the mark Gallup briefly said culture in the workplace is the biggest leadership issue of our time, that much I agree with. In fact, they have a new book coming out in May called culture shock offering a solution to the problem. gallops information suggests that the workforce views themselves more as an independent contractor, and that it may become nearly impossible to create a culture of committed team members and powerful relationships at work. That's where I have to respectfully disagree with an institution whose workplace research is some of which I view as gospel. You probably know by now I have my own book culture secrets secrets any leader can use to build a value culture. While I was researching and writing this book, I heard from numerous leaders and employees that they're excited about being back in the workplace. While many enjoyed their time at home, and some would love to maintain that hybrid type of schedule. Now, almost everyone told me they missed the workplace. More specifically, they missed the people and relationships. That's when my book focuses on the importance of building a human centered culture. When you do, you're setting up both the business and the employee for success. There's no denying that the pandemic has caused us to take a closer look on how we work. It's also shown us the importance of relationships. Research has shown that contact with our peers is not only physically beneficial to us, but also a must for mental health, loneliness and isolation wreak havoc on humans. Building a strong workplace culture allows employees to have a sense of camaraderie and belonging, the desire to connect is without a doubt one of the strongest human drivers that we have a key component of my value culture formulized And creating an atmosphere where employees feel valued for the unique strengths, talents and personalities. This sense of value deepens the level of trust your employees feel and the security they feel in their work community. This feeling of belonging and being part of a community is one of the most basics of human needs. Once you can establish this, your employees feel included, accepted and valued. This enriches their work experience and you develop a loyal, engaged high performing team because of it. Still need more convincing about building your culture and increasing the sense of belonging your employees feel is a great business move. Consider this, the feeling of belonging increases and improves performance. When an employee feels they belong. They're more productive, engaged and motivated. They have a sense they're contributing to something larger than themselves. work becomes more than a place, it becomes a place where they can make a meaningful and valued contribution. It reduces stress and burnout. People feel less overwhelmed, they have more positive relationships, and these connections help reduce their overall feelings of stress in life. feelings of belonging reduce your level of turnover. It's much harder to walk away from a place where you feel you belong. When an employee feels they're accepted for themselves and valued for their contribution. They are less likely to be influenced or tempted by outside offers. Belonging increases loyalty, which reduces turnover. You'll also see a boost in morale. When people view themselves as a team, they become more driven to help make sure you're all members of the team succeed not just themselves. teamwork and collaboration will soar when you create a sense of belonging in the workplace. I do agree with Gallup on the face that culture is one of the biggest challenges and opportunities that leaders are facing today. I don't believe culture is hard to create. It does, however, take an intentional effort. Those efforts don't have to take massive budgets or huge investments of time, small efforts can go a long way to move that needle. For example, find ways to encourage collaboration. The more time your teams spend together, the more opportunities they have to bond and build relationships. Be open with your communications. Make sure it's a two way street. employees want to feel their ideas and questions are heard as well as those of leadership. Listening is an essential skill for leaders today. Don't be afraid to share your story with your team. Mentorship is so important. Your journey can help someone else see the same path to success that you've had. It also makes you more real to your team. Don't forget to share your failures along with your successes. Some of the biggest growth lessons we have as professionals comes from the fails and some of the quickest ways that we can make progress is learning from the failures of others. The other way to grow this sense of belonging is to help people feel purpose in their work. Some people show up and just tolerate their day to day work experience. They know they have to work They need a paycheck as kind of a depressing way to go through the week, don't you think? helping them find a purpose in their work turn showing up into a positive purpose is the feeling you're not wasting your time, and that your work is adding value to something that matters. With the right culture and leader. Any job can be filled with purpose. Look at how you can tweak roles or job duties to better align with an employee's skill or interest. Look for ways to connect people to the outcome of their job. Think about it, someone in accounts payable may never have seen the smiling customer using the product. So what if you shared an email with a thank you or success story from a customer with everyone involved in the process. That's a small way to begin connecting. You can also connect an employee's personal goals or values with those of the organization's This might include community, environmental, or education or any other goal is easy to lose sight of the big picture when you get bogged down in the day to day task help them see the bigger picture. So yes, the workplace has changed over the last couple of years. But I believe it has given us a chance to focus even more on the value of relationships at work is given us a chance to see what really matters to our employees. And that's not always money. Instead, they crave relationships, inclusion, respect and trust. Your employees want to be seen for their unique contributions. They want to feel connected to their co workers they want to feel supported in their daily work and in their professional development. When we do these things, it results in a feeling that they're a vital piece in the success formula of your company. When you focus on building a strong people centered workplace culture using the value culture formula, you're setting your employees up to experience that feeling of belonging, and as a result, your business will see improvements as well. Thanks for listening to this episode of culture secret podcast. If you're interested in learning more about the secrets you can use to build a strong people centered culture in the workplace. Join the waitlist for my book culture secrets at WWW dot Chellie phillips.com backslash waitlist you'll be notified when it's available at your favorite bookseller is scheduled to arrive on April 29 2023. If it's after that date when you're listening to this, check me out on Amazon and grab your copy today. If you have comments or questions, please feel free to reach out to me on LinkedIn, Facebook or Twitter. If you like what you heard, I'd ask that you subscribe, drop me a rating and share the link with a friend. I'm also currently booking for corporate training and workshop presentations. I'd love the chance to work with you or your company. If you're interested, please visit my website at WWW dot Chellie phillips.com That's C H E L L I E P H I L L ips.com. And remember, building a value culture is your competitive advantage and the backbone of any successful organization.