How to be a “People-First” Business

What it means to be people-centric and how to do it right

At Great2 we talk about being a “people-first” company. Here we dig a little deeper into what that means and why, we believe, it’s so important.

Finding the right people to join your company can be a challenge, and, once you’ve found them, you want to keep them. By developing a people-centric approach you will find it easier to motivate your staff, inspire them and promote enthusiasm for the job and the organisation.

What does it mean to be “People First”?

“To be people-centric is to put your people at the heart of everything you do, always.” – Inpulse, 2021.

In years gone by, a big salary may have been a key factor in job satisfaction, but today it is about many different factors. Creating an organisation where people feel safe and valued, that nurtures employee and career development and promotes wellbeing and work/life balance is crucial to being a "People First" organisation. Sadly, many organisations talk the talk but they do not walk the walk.

This is what we mean by being “people first”:

What are the benefits of being people-centric?

It’s a no brainer really! Happy employees are more engaged and motivated to doing a better job and help their company achieve their business goals. You can also expect reduced staff turnover and absenteeism. The results of being people-centric on the inside of an organisation will reap benefits from the outside too – talent will be attracted to your company and clients too.

What do you need to put in place to be people centric?

> People-centric leadership style

A people first culture starts from the top. The leadership style is not one of hierarchy, status or power. Leaders should drive a culture where employees feel valued, listened to (part of the decision-making process) and are given support to develop themselves both personally and in their careers. Everyone at the top of the organisation needs to know and understand the people-centric culture so that they lead by example.

Leaders should also champion diversity, making sure each and every employee has a sense of belonging, feels supported and represented. Unique thoughts, perspectives and experiences should be fostered and employees allowed to flourish.

> Employee experience

In a people-centric organisation, employee experience should not be something that just happens, it should be at the forefront of all your decisions and processes from onboarding to offboarding. Things like flexible working, employee wellbeing and personal development are key. But don’t just make assumptions – through employee surveys you can find out what your employees think and use their feedback to further improve processes.

> Develop purpose-driven goals

Employees are generally not motivated by the financial goals of a company. Instead, they are motivated by purpose. The “why”. People are more likely to thrive when they have clear purpose and meaning. This is where clear communication of the company’s values is important. Employees should be encouraged to get involved in discussions around creating plans to act on those values. Encourage them to become part of the vision.

By putting your people in the driving seat, you can reap the rewards of their empowerment and innovation.

If you’re interested in know how to put some of these things in place, or keen to know more about how we have created (and continue creating) a people-first business, drop us a line. We’ve be happy to share our insights and hear your perspective too.