{"id":4044,"date":"2021-03-22T07:01:15","date_gmt":"2021-03-22T07:01:15","guid":{"rendered":"https:\/\/www.inpulse.com\/?p=4044"},"modified":"2021-04-07T11:06:21","modified_gmt":"2021-04-07T10:06:21","slug":"what-it-means-to-be-people-centric-and-how-to-build-establish-it","status":"publish","type":"post","link":"https:\/\/thirteencreative.co.uk\/inpulse21\/what-it-means-to-be-people-centric-and-how-to-build-establish-it","title":{"rendered":"What it means to be ‘people-centric’ and how to establish it"},"content":{"rendered":"

Claiming to be a \u2018people-centric\u2019 organisation certainly rakes in the brownie points amongst talent, in industry and amongst consumers, and even within the HR community. It\u2019s why so many organisation\u2019s and HR leaders position themselves \u2018people-centric\u2019. Unfortunately, though, many of these organisation\u2019s are not actively people-centric and sadly, don\u2019t even know what it means to be people-centric.\u00a0<\/span><\/p>\n

To be people-centric is to put your people at the heart of everything you do, always. It\u2019s putting the \u2018human\u2019 back into Human Resources.<\/span><\/p>\n

This approach calls for a pretty big mindset shift amongst HR teams and management, and in some cases even requires a change in processes and procedures, typically when it comes to decision-making. To be people-centric takes commitment, which is often why it falls flat. But with the right tools and leadership holding the organisation accountable and helping to consistently and relentlessly prioritise people, it\u2019s achievable and the results it yields are extraordinary.\u00a0<\/span><\/p>\n

An organisation that truly puts their people at the heart of everything they do is an organisation that\u2019ll flourish from the inside out. It\u2019s all good and well claiming you\u2019re a people-centric organisation, but if it\u2019s not happening on the inside results won\u2019t reflect on the outside. When we speak of results, we speak of reputational benefits: attracting greater talent and eliciting customer loyalty through enhanced brand reputation, as well as spinoff benefits (which matter most): creating high-performance teams, enhancing productivity, reducing staff turnover and absenteeism, generating greater revenue, and becoming industry leaders.\u00a0<\/span><\/p>\n

Focus on how your people feel and why<\/b><\/p>\n

To be people-centric is to be concerned with how your people feel and why at every key touchpoint of the employee journey from onboarding to exit. It\u2019s also about hearing the feelings and needs of your people before making decisions and implementing change, and hearing from them again once decisions and changes have been made and implemented. This is best done through <\/span>employee engagement surveys<\/span><\/a> that focus on employee emotion. This way you\u2019ll not only receive people-centric data necessary to make decisions and manage change, but understand your people\u2019s emotional journey.<\/span><\/p>\n

Create a culture of people-centricity<\/b><\/p>\n

If you and your organisation want to be people-centric and reap the rewards it yields, everyone from the top to the bottom needs to know and understand what this means, and commit to supporting and participating in such an approach. Every process, every decision, every business function should be lead by the people. Employees need to know that <\/span>they are<\/span><\/i> the organisation. They need to know that their voice is not only valued, but necessary. To emphasise the importance of the employee voice and to become a fully-fledged, people-centric organisation you first and foremost need to establish <\/span>communication channels that employees can use and feel confident in<\/span><\/a>.\u00a0<\/span><\/p>\n

Improve diversity and inclusion<\/b><\/p>\n

Putting your people at the heart of everything you do goes beyond empowering and valuing their voice, it\u2019s also about creating a working environment that helps your people to thrive. To create such an environment, diversity and inclusion needs to be front and centre. Your people will only thrive if they feel included, represented, valued and supported. Plus, an environment that lacks diversity and inclusion is an environment that lacks varying skillsets, perspectives, ideas and creativity. In fact <\/span>research confirms<\/span><\/a> that 75% of senior execs would leave their company for one that values diversity.<\/span><\/p>\n

Encourage purpose-driven work<\/b><\/p>\n

Meeting financial goals and objectives is important, especially to leaders and management, but it\u2019s not everything to employees. Employees are not typically driven by financial outcomes, they\u2019re driven by purpose. Employees want to work with meaning and intention which is why it\u2019s so important for leaders to create <\/span>purpose-driven goals<\/span><\/a> and encourage purpose-driven work for employees to want to excel. To be people-centric is to think about how your people want to work and what inspires and motivates them to do the work. It takes leaders and management to separate their drivers from that of their people.\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Claiming to be a \u2018people-centric\u2019 organisation certainly rakes in the brownie points amongst talent, in industry and amongst consumers, and even within the HR community….<\/p>\n","protected":false},"author":2,"featured_media":5378,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"_uag_custom_page_level_css":"","footnotes":""},"categories":[2,6,3],"tags":[],"class_list":["post-4044","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-engagement","category-experience","category-leadership"],"acf":[],"yoast_head":"\nInpulse Blog \u2013 Employee Engagement Software<\/title>\n<meta name=\"description\" content=\"To be people-centric is to put your people at the heart of everything you do, always. 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