The Workplace Coach

A company with a “people first” culture prioritises the well-being, development, and satisfaction of employees as a core component of the organisation’s success. The focus is on creating an environment where employees feel valued, supported, and empowered. This approach is based on the understanding that happy and engaged employees are more productive, innovative, and loyal.

“Customers do not come first. Employees come first. If you take care of your employees, they will take care of your customers.”  – Sir Richard Branson

‘People First’ does sound very similar to something you have probably heard before though, doesn’t it?  Remember when most employers wanted to get themselves listed as an Employer of Choice?

The internet business gurus have come up with the new term ‘People First’ for what is essentially an ’employer of choice’. While it might feel like a bit of a reboot, you do have to admit that the ‘People First’ as an aspirational concept also makes good business sense, and we should all definitely get across it. 

Defining a ‘People First’ Culture

1. Employee Well-being: The company prioritises mental, emotional, and physical well-being, offering support through various wellness programs and resources.
2. Career Development: There are robust opportunities for professional growth, including training, mentorship, and clear career paths.
3. Work-Life Balance: Policies are designed to help employees balance their personal and professional lives, such as flexible working hours or remote work options.
4. Recognition and Appreciation: Regular recognition of employee contributions and achievements is a norm, ensuring employees feel valued.
5. Open Communication: There is a culture of transparency where employees feel comfortable sharing ideas, feedback, and concerns without fear of reprisal.
6. Inclusivity and Diversity: The company actively fosters an inclusive environment where diversity is celebrated and everyone feels they belong.
7. Empowerment and Autonomy: Employees are given the freedom to make decisions within their roles, encouraging innovation and ownership.

All of this sounds pretty good but again, these are things that employers have been talking about for decades.  So why don’t all companies have a ‘people first’ culture?

Let’s take a look at 10 key elements to building a People First culture. 

1. Leadership Commitment: Ensure that leadership is genuinely committed to a people-first approach. This commitment must be reflected in their actions and decision-making processes.
2. Employee Feedback Mechanisms: Implement regular surveys, suggestion boxes, and one-on-one meetings to gather and act on employee feedback. This shows that the company values their opinions and is willing to make improvements based on their input.
3. Comprehensive Benefits: Offer competitive and comprehensive benefits packages that support physical, mental, and financial well-being. This could include health and fitness subsidies, mental health support, transition to retirement plans, and more.
4. Professional Development Programs: Invest in training and development opportunities that help employees advance their skills and careers. Encourage continuous learning and provide resources for growth.
5. Flexible Work Arrangements: Create policies that allow for flexible work hours, remote work options, or other arrangements that accommodate employees’ personal needs and preferences.
6. Recognition Programs: Develop formal and informal recognition programs to regularly acknowledge and reward employees for their contributions and achievements.
7. Inclusive Practices: Implement practices that promote diversity and inclusion, such as training programs, diverse hiring practices, and support networks for underrepresented groups.
8. Healthy Work Environment: Ensure a physical and psychological work environment that is safe, respectful, and conducive to productivity. This includes addressing issues like workplace harassment or unhealthy office behaviours.
9. Clear Communication Channels: Establish transparent communication channels that facilitate open dialogue between employees and management. Regularly update employees on company news, changes, and goals.
10. Empowerment Strategies: Encourage employees to take ownership of their work by providing them with autonomy and involving them in decision-making processes relevant to their roles.

It’s not rocket science is it?  There has to be a reason why so many companies still struggling with this.  

I want you to scroll back up to the first key element – Leadership Commitment.  This is the most critical element of them all because it’s not enough to spout the rhetoric, organisational leaders need to walk the talk and put their money where their mouth is.  Every one of the remaining 9 elements will require time, effort, funding and resourcing.  They require a commitment from every level of management, from the top down to the frontline supervisor, over a sustained period of time to effect meaningful change.   

People first is not just a series of check boxes. It’s the way we speak to and about each other, it’s the way we listen to and support each other, it’s a philosophy and a mindset, it’s a way of being in the workplace. The good news is that if we can achieve it then the organisation and everyone in it will reap the rewards.  Engagement, loyalty, performance, productivity will all improve, and that can only be good for the bottom line.

If you are looking to build a People First culture in your organisation, and you already have commitment from your leadership team, then let The Workplace Coach help your managers start developing a People First culture in their teams. 

“The quality of managers and team leaders is the single biggest factor in your organisation’s long-term success.” (Clifton & Harter (2019) “It’s the Manager”)