Unlocking People's Success at Your Organization
Published on 14 Dec 2022
In the last several years, businesses have been obliged to adapt to change rapidly. A worldwide epidemic prompted a change to hybrid employment and increased mental health awareness in the workplace. The Great Resignation and a time of rapid expansion brought retention and hiring to the forefront. Therefore, the coming recession and economic slump compelled many to accomplish more with less and placed an even greater emphasis on employee retention.
Even though we have all had to pivot and adapt, one thing stays constant: people are the core of our companies. Every product, invention, innovation, and discovery resulted from people or groups collaborating to accomplish a significant objective. People are essential to a company's success, especially in difficult times. And our employees will adapt, develop, and discover new methods to collaborate successfully to advance your business.
Over the years, Lattice has worked with tens of thousands of clients worldwide, and we have often seen that firms that prioritize their employees get superior commercial results. What's the reason? Because when individuals thrive, so do corporations.
In this e-book, we'll examine what people success entails, what that success looks like from an employee's perspective, and which HR strategy elements are most crucial for fostering people success in your firm.
What Is Individual Success?
Organizations achieve success with their people when they align, engage, and drive their staff to execute their best job. To do this, executives must foster a culture that supports and protects employee authenticity while simultaneously pushing individuals to learn and grow beyond their comfort zones.
According to Lattice, these factors are necessary for feeling successful at work.
They have been organized under four main pillars.
The Four Pillars of Individual Achievement
Employees want meaningful work and to be a part of a firm whose goal is significant. For some, the purpose is to save lives or to develop innovative technology. Others may enjoy working for a market-leading public corporation, while others like the challenge of creating something innovative and daring at a startup.
In addition, having a clear grasp of one's position in the mission contributes to one's sense of purpose. How is their job contributing to the overall success of the business? How is this acknowledged?
It is estimated that we spend one-third of our life at work. Thus, it is crucial that we feel connected to our coworkers. Every workforce is a community, regardless of whether it is fostered. People cannot comprehend achieving success in a un courteous, supportive, and inclusive community. When so much work is transitioning to hybrid arrangements, employees may demand freedom in how and where they work, but they still need a sense of connection with their coworkers. And they want to feel at ease presenting their complete selves to a place with a genuine feeling of community.
Employees must have faith in their bosses. They want CEOs to talk about the firm and its future openly and genuinely. Equally essential, people want leaders to participate in a conversation about their needs. In addition, employees anticipate that leaders will respond to their criticism with swift and effective improvements.
Humans are designed for expansion. We want chances to develop ourselves and our skills, and we want to be able to look back on our lives and see what we've accomplished and created.
Consequently, it is only natural that we want the same in our employment. Employees want to work with leaders that invest equally in their long-term growth and short-term productivity.
Employees who encounter all four pillars have the greatest chance of achieving success. They are empowered and feel respected to do their best job. And they flourish when they know where they are going and have growth opportunities.
People leaders are aware that recruiting and keeping exceptional teams is always complex. Having an inspirational people success culture may be a significant difference; if you don't provide this culture, your top performers may go elsewhere to experience success. According to a study conducted by Lattice, more than half of workers in both the United States and the United Kingdom are willing to leave a new position after three months if it does not satisfy their expectations.
How, then, can businesses foster a culture of employee success? Lattice has, throughout the years, zeroed down on eight ideas and behaviors that operate in tandem to construct these cultures.
This is why Lattice developed the People Success Platform.
Download Lattice's whitepaper to learn more about organizational success pdf only on Whitepapers Online.