Does your company have a culture that puts people first? It’s a question employers can’t afford to ignore.
That was a key message at Forward, the annual LinkedIn Talent Solutions live event that brings together talent leaders from around the world to discuss the future of work.
“The bar for company culture is rising,” said best-selling author Angela Duckworth, who moderated a panel on company culture. “People are reevaluating everything about work — when we work, how we work, and even why we work. The way we work has to change or employees will find what they need elsewhere.”
Data from LinkedIn tells a similar story. In a survey of global job candidates, work-life balance was the biggest priority when choosing a job, trumping even compensation.
While employers are increasingly prioritizing the emotional and physical well-being of their employees, there’s still much work to be done. Employee burnout and stress are at an all-time high, and companies are struggling to create inclusive workplaces where everyone feels like they belong. These challenges are key reasons why we’re witnessing the Great Reshuffle, with record numbers of employees quitting their jobs.
Forward panelists Jen Fisher, chief well-being officer at Deloitte; Crystal Gaskin, chief people and culture officer at Mailchimp; and Lars Schmidt, founder of Amplify, an HR consultancy and executive search firm, along with Nina McQueen, LinkedIn’s VP of benefits and employee experience, shared their thoughts on what employers can do to improve their company culture. Here's what they said:
1. Listen to your employees
There’s little doubt that employers need to make big changes in their policies, programs, and benefits to meet the shifting demands of employees.
Before deciding what action to take, companies should listen to their workers to learn about their workplace experiences, the panelists said. Employee engagement surveys, focus groups, and town halls are all valuable tools for starting the conversation.
By soliciting feedback, employers can do a better job responding to their workers’ needs. Listening to employees is also a way to show them respect and let them know their opinions matter.
“You have to involve the workforce in these decisions,” Jen said. Employees “are being loud and clear about that. They don't want these things to be decided without them.”
2. Embrace flexibility
After two years of hybrid and remote work, employees aren’t willing to give up their freedom. In fact, workers are 2.6 times more likely to report being happy and 2.1 times more likely to recommend working at a company when they can choose their location and their work schedules, LinkedIn research shows.
As a result, employers that insist that their employees return to the office risk losing talent, the panelists warned.
“We’re all nostalgic for a prepandemic world,” Lars noted, “but the reality is the world of work that existed in February of 2020 is gone forever. Leaders who are continuing to push to get back to that norm, they’re going to feel a lot of pain as employees actually have lots of different choices now.”
And it’s not enough to give employees more control over where and when they work. Flex working arrangements will only be sustainable if employers trust their workers and judge them based on their accomplishments, not on the hours they spend working.
“We’ve learned by working virtually or in a hybrid environment in the past two plus years that in general employee productivity has actually increased,” Crystal said. “Trust is engendered when there is a clarity of expectations, when the employees have the flexibility to do the work the way they need to.”
3. Build a culture of belonging
Establishing an inclusive workplace has never been more important. When employees feel accepted and valued, not only are they more productive, but they’re less likely to leave.
“Belonging,” Crystal said, “is such an important attribute for measuring employee engagement and retention.”
Where should employers start in fostering a sense of belonging? The first step is understanding their goals. As defined by Deloitte, a culture of belonging is one where employees feel comfortable at work, they feel connected to the people they work with, and they feel like they contribute to meaningful work outcomes.
To reach these goals, employers should celebrate the achievements of their employees, and encourage workers to bring their unique selves to the workplace.
At Mailchimp, leaders are being trained to have a more inclusive mindset, Crystal said. Mailchimp is also partnering with its employee resource groups to gain a better understanding of the needs of its employees. “We have to establish new norms of what belonging means for the team,” Crystal said.
4. Give your people a lift
As more companies recognize the importance of building a people-first culture, they’re upping their investments in well-being programs. Some are thinking beyond yoga classes and employee assistance programs to initiatives that demonstrate care and compassion.
LinkedIn did just that with LiftUp!, a series of employee well-being programs launched after the pandemic hit. The goal, Nina said, was to help employees “lift their heads up, look to brighter days ahead, and have some fun along the way.”
The idea for LiftUp! came after LinkedIn asked its workers a simple question — “How are you?” — and learned that people were suffering from burnout, isolation, and anxiety. In response, LinkedIn introduced a company-wide rest-up week, where everyone had a chance to to take off at the same time. Other LiftUp! offerings have included monthly no-meeting days and a music festival featuring employee talent.
“How can you help support employees?” asked Nina. “Maybe it just starts with simply asking the question, ‘How are you?’”
Final thoughts
Creating a people-first company culture isn’t easy. It requires investment, creativity, and cooperation at all levels of an organization. But for employers who are willing to let go of old habits and rebuild their culture, the payoff will be happier employees and a competitive edge in attracting new talent.
“There were a lot of things that weren’t so great,” about company culture before the pandemic, Jen said. “Let’s let go of those things. Let’s remember what we liked and carry those forward along with all the new recipes that we’ve learned. We have to make the world of work a much better place for all of us going forward.”
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