The key to building an engaged workforce is adopting a "whole person approach" that recognizes and embraces employees' personal lives and needs. Organizations need to provide flexibility, benefits, rewards, and recognition to support work-life integration and mental and financial well-being. Managers play a crucial role in building a community within the organization, and the entire workforce needs to take a genuine interest in each other. Hybrid or remote work opportunities should be offered to support work-life integration, and generous PTO policies should be encouraged to reduce burnout and increase productivity. Celebrating wins, no matter how small, is crucial in building a culture of commitment and support. To retain and develop employees, organizations need to define a path for their long-term development and support their initiatives. Empowered managers and engaged employees are the formula for building an elite organization. Encouraging and creating space for everyone to show up authentically and bring their whole selves to work is crucial for busy HR teams supporting larger organizations.
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Toxic workplace philosophy of keeping personal stuff at home is damaging to employee engagement.
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Embracing the whole person approach is good for business and requires a genuine interest in employees.
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Flexibility in work arrangements is necessary for work-life integration and engagement.
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A well-rounded benefits environment is crucial for mental and financial well-being.
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Celebrating wins, encouraging time off, and promoting work-life balance reduces burnout and increases productivity.
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Defining a clear development path for employees is important for long-term retention and engagement.
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A whole person mindset is essential for building an elite organization with empowered managers and engaged employees.
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Encouraging and creating space for everyone to bring their whole self to work is crucial.
Transcripts
Creating a Whole Person Culture
Dr. Jim: [:
And this is especially damaging if you're part of a busy HR team that's leading a much larger organization. For those organizations that are scaling or accelerating growth, you can't afford to have a team that isn't firing on all cylinders. And if they're not firing all on all cylinders, what's the problem that you're dealing with?
You're dealing with an issue of employee engagement. The whole person approach in today's world isn't pr. It's good business. Your people and your team aren't simply just job titles and descriptions.
They [:
You need to get to know them on an individual and deep level so that you are actually building that community and that community is what's going to carry you. To an engaged workforce.
Next, you need to make sure that flexibility is embedded into your organization. Gone are the days and those organizations that still stick to this nine to five in the office mode.
you're gonna have probably a [:
you need to have a well-rounded benefits environment, not just pizza parties and sick days and mental health days. You need to have all of it. If you want to build an elite organization, you need to have things in place that. Allow for your employees to take care of their mental wellbeing, their financial wellbeing and everything in between.
uccess, the more engaged the [:
A fourth element that you need to consider is rewards and recognition. In order to build an engaged workforce in an elite organization, you need to celebrate the wins no matter how small, both individually and as a group building that aspect of celebration, because work is hard building that celebration culture is gonna go a long way in opening up how committed people are within the organization, and it's gonna help better support that whole person culture that you're bringing.
You need to look at your enterprise and look at ways that you can integrate and allow for balance or integration between work and life. The more effective you're at at doing these things, the better it is in terms of driving your bottom line.
g a culture where people are [:
Taking these steps create a really engaged workforce and it really encourages bringing that whole person into the office.
Last, but certainly not least. If you're committed to your people, both from a long-term development perspective and a retention perspective, you need to have a path that's defined for them so that they can develop their skills and take opportunities to broaden their capabilities.
Make sure you're having open conversations in identifying potential gaps that the individuals on your team have expressed interest in improving, and figure out ways that you can support those initiatives by leveraging the resources that the company has.
erson mindset, When it comes [:
The goal for every leader in most organizations is to build an elite organization and leave a lasting legacy. The formula for building an elite organization is really simple.
You need empowered managers and engaged employees. This is especially important. When you're part of a busy HR team supporting a much larger organization, one of the key ways that you can help realize this goal of building an elite organization is encouraging and creating the space for everyone to show up authentically and bring their whole self to work.
Hopefully this provided you a useful framework to doing just that.
