If people are our biggest and most important differentiator and so many of them are looking for new work opportunities, why aren’t we paying attention to what they need? It’s more critical than ever to be a people-centric organization committed to making sure your employees—and let’s not forget your customers—have a voice, feel valued, respected, and fulfilled. Employees and customers who know they are valued partners have a personal stake in the success of your organization and are willing to contribute more to create mutually beneficial outcomes. In this blog we will take a look at attributes that make up a people-centric culture and shed light on why it’s important to put people at the center of everything.
What Does It Mean to Be People-Centric?
A people-centric organization is defined as an organization that has people at its heart—both people it serves and people it employs. These types of companies focus on their employees’ well-being, satisfaction, and specific needs. They see their people as valued partners who choose to contribute their time and talents to benefit the organization. These companies are committed to creating and sustaining a culture of care and inclusiveness.
These organizations put people first, even before profit. Without a doubt, their people know that their contributions are valued, they are heard, understood, and have a shared purpose. In return, employees are invested, more productive, provide better customer service and customer experiences, and garner stronger results.
Why Is It Important to Be People-Centric Within Your Organization?
Studies show that employees who are part of a people-centric organization have a greater sense of ownership, are more service-minded, communicate, and share openly and form deeper connections with their teams. These studies also show that people-centric organizations realize many benefits including higher job satisfaction, lower turnover, higher employee engagement, less absenteeism, fewer defects, better quality products and services, better safety records, and are more profitable.
According to Gallup’s research, people-centric organizations outperform their competitors because they care about their employees, are proactive about associates’ growth and development, take their ideas seriously, and fully utilize their strengths.
21 Signs Your Organization Has a People-Centric Culture
If you want to be a people-centric organization but don’t know where to begin, look no further. We’ve developed a list of attributes found in people-centric cultures to help guide you.
First, review the list of attributes and pat yourselves on the back for the things you already do well. Now, identify opportunities for growth. Consider forming a cross-functional team to craft and help activate a people-centric plan. Start by enlisting the help of your people. Look to those who are change champions or have expressed a desire to help with this type of initiative. We believe organizational change begins with leadership setting the tone but moves forward with the support and buy-in of your people. Getting your employees involved lets them know that you value their input and ideas, and you believe in being inclusive.
Here’s a list of attributes found in people-centric organizations.
- Put employees at the center of everything.
- Deliver great experiences from the beginning. Are you onboarding like a champ?
- Look for ways to foster connections. Take time to know your people and build relationships.
- Enable flexible team and work design. Where can you be more flexible?
- Master communication. It takes 5-7 times for someone to hear and understand a message.
- Listen to hear and understand. Are you practicing active listening and considering non-verbal signals as well?
- Pour on genuine gratitude and appreciation. What opportunities are you missing to recognize your people?
- Resolve conflicts. We know these conversations are difficult, however, resolving conflicts in a timely manner is the best way to build a safe place where everyone feels heard and respected.
- Include your people in innovative efforts. Don’t forget Whirlpool’s mantra, “Innovation comes from everyone, everywhere.”
- Inspire your people and build motivation through shared purpose.
- Minimize ambiguity. Are you being clear and concise? Do your people have a clear understanding of the value they bring to the organization, and how their contributions align with company strategy and goals?
- Set clear expectations and listen to theirs.
- Trust your people.
- Be respectful and inclusive.
- Demonstrate empathy.
- Help your people thrive by giving them opportunities to grow and develop.
- Make sure their well-being is a priority.
- Make others feel important and valued. Foster a sense of belonging.
- Acknowledge mistakes. Celebrate learnings and successes.
- Live the company values. Are you consistently walking the walk?
- Keep your promises.
How many of these does your organization already do? What are some opportunities for growth? If you would like to dig deeper into what makes up a people-centric culture, check out our article on How to Win the Hearts and Minds of Your Employees and Become a People-Centric Organization.
Final Thoughts on People-Centric Companies
“The journey of a thousand miles begins with one step. One step at a time is all it takes to get you there.” – Emily Dickinson
We are here to help you take that first step towards becoming a people-centric organization.
At Centricity, we’re dedicated to helping businesses elevate their workplace experiences through employee engagement programs that foster deeper connections, enhance performance, and improve the employee experience. Get in touch with us today to learn more about our organizational platform that elevates the workforce experience with CentricityOne.