The Powerful Pieces of the People Puzzle

If you have found your way here, most likely you have some understanding that the people within an organization are the key to a powerful engaged workplace culture. The simple fact is that when employees feel cared about, they are much more likely to care about their work and their workplace. 

But what does “feeling cared about” really mean? How does a company achieve this sometimes intangible and highly individualized goal? What are the powerful pieces of the people puzzle?

Through my work and research I have discovered that there are five main focus areas in order to build a culture of engagement- one where both the people and the business truly thrive.  

They are: Trust, Relationships, Feedback, Values & Flexibility. 

Trust: The transformational power of trust cannot be overstated. And it is the Trust in an individual’s direct manager that matters the most. Gallup, Inc.- the premier organization that studies the ROI on engagement- recently found that up to 70% of an employee’s engagement level is based on who they report to directly. So the experience and engagement levels of employees can vary greatly depending on the reporting manager. 

And if you manage a team, your mere presence and title inherently label you as an "unsafe" figure in your employees' lives. Your ability to influence their career paths underscores this. Recognize that your presence alone can create a culture of anxiety and fear, necessitating a focus on fostering trust.

Relationships: The importance of strong, nurturing workplace relationships is often overlooked. Research has shown that close, personal friendships in the workplace contribute to a positive company culture, improved teamwork, and better individual and organizational outcomes. We are emotional beings- having that person who gets us, who we can vent to, who has a shared experience with us, is such a vital part of feeling cared about at work. And relationships are more important than ever as we all are navigating the new world of work, whether we are working remotely, fully back in the office or hybrid. We all need to belong. We need each other. 

Feedback : The opportunity to give and receive feedback in a safe environment has direct positive effects on an organization’s overall engagement levels. And by safe I mean Psychological Safety- that I can speak up, give my opinion and offer up my ideas without any fear of repercussions for my job.. I don't know about you, but I can speak for myself that over the course of my career. There have been times where management has rolled out some sort of new program, and after the presentation has asked the team, "are there any questions" and there was radio silence. You gotta believe there are probably questions, but it might not have been the most psychologically safe place to speak out. A lack of safety equals a lack of feedback. And ideas. And Innovation. People need to be heard. Safety is vital for feedback to thrive. 

Values: Knowing what the organization stands for, what their mission and purpose is is so important to engagement levels. Well trust in your direct leadership is an important piece of the puzzle, knowing and resonating with the overall organization's values is equally vital to engagement. Do you as a leader know what your company values are, can you articulate those to your team? Do you and your employees have a shared sense of purpose and belief in the organization? Do you and your employees see yourself at the organization, meaning do you align with the overall mission and vision? Knowing your values as an organization and communicating those values to all stakeholders are an important part of the people puzzle..

Flexibility: The final piece of the people puzzle is flexibility. We all know that the fundamental way we get work done has forever changed. Some of us are fully remote, some of us are part of a hybrid team and some of us are fully back in the office. Regardless of how and where we work in the new workplace, flexibility is vital to our levels of engagement. No matter how "all in" we are with our work there are still times when personal matters supersede professional ones. So having the opportunity to work at home or the flexibility to take care of a family member is crucial to engagement levels. And this is where the role of manager is so important, because there are times where someone might work better remotely and there are times when teams have to get together and discuss a project or a client.

So to recap:  Trust, Relationships, Feedback, Values, and Flexibility are the missing pieces to the people puzzle. Get these pieces in place to create a powerful workplace culture where people, profit and possibility thrive!