Humanity in the workplace by adam kidanWhat does it mean to make your workplace more “human”?  With the current tech boom, it can be easy for organizations to strip out the human element and forget that they’re actually leading a team of people instead of machines.  This lack of “humanness” could be a major contributing factor to the number of disengaged workers.  Therefore, it’s time to think about how we can bring humanity back into the office.  I recently came across an article that shared some ideas to make that happen.  Here is what they had to say:

Establish a recognition plan: This reminds employees that they’re valued and demonstrates how leadership views its staff as more than just workers.  Gratitude will add a lot of value to the relationship between the employer and employees.  A recognition plan should be created and tied to company values aimed at motivating employees.  Make sure immediate management provides the recognition to make it more personal.  Some ways to engage your staff include fun gifts and raffles.

Create fun team-building games: Fun should be a priority, and since team-building is a large part of boosting morale and humanity, it doesn’t hurt to combine those two.  Create fun events such as gamification and activities; for example, maybe a health-related competition that incorporates fitness wearables.  You could host fun events outside of the office, such as restaurants, sporting events, holiday parties and cocktail bars.  Don’t approach it in a dry or boring way.

Adopt a transparency policy: Don’t let your workplace become secretive with closed doors, whispered meetings and cryptic messages.  This turns employees off and makes them feel unappreciated.  Show respect by being open, and give employees a chance to be open as well.

Offer professional development: Part of a human workplace centers around helping people on the team reach their goals.  Offer opportunities for growth; investing in employees and their professional development shows that the company cares about their personal as well as organizational goals.  Help employees understand where they want to grow, and offer resources to help them accomplish that goal.  Provide ongoing feedback on their performances as well, so that employees can achieve their goals while also helping the company grow.