Is It Possible to Have Truly Committed Employees in the Company?

Recent data from Gallup reveals a concerning reality: only one in four employees feels truly heard and valued in the workplace. This gap between employee perception and communication effectiveness highlights the urgent need for an integrated approach aimed at creating stimulating and collaborative work environments. In this article, we explore how the principles of conscious communication (both organisational and interpersonal), employee experience, and humanised management can unite to create a more inclusive, collaborative, rewarding, and people-centred work environment.

Internal Communication: Foundations and Challenges

Internal communication plays a fundamental role in building a healthy and vibrant organisational culture. However, many companies face significant challenges in effectively engaging their employees. The results from Gallup highlight the disconnect between employee perception and the reality perceived by leadership, emphasising the importance of participative, transparent, and authentic communication. For example, employees often do not feel included in decision-making processes or lack access to relevant information about the company's direction (often not even about what they need to do, which is very serious!).

Conscious Communication for Collaborative Relationships

In addition to organisational communication strategies, internal communication and interpersonal communication play crucial roles in employee engagement and commitment to organisational goals. Leaders who adopt a conscious and empathetic approach to engage with their teams can build solid relationships based on mutual trust and respect. This includes stepping out of their offices, walking around the office, and having authentic conversations and open dialogues with employees to understand their concerns, daily challenges, ideas, and solutions.

Employee Experience for a Rewarding Work Environment

The employee experience encompasses all interactions an employee has with the organisation, from recruitment to departure. However, the Employee Value Proposition (EVP) is often overlooked, despite being a cornerstone for attracting, retaining, and motivating top talent. A people-centred approach to management recognises the importance of creating a work environment that values employee well-being, development, and personal growth. This includes not only salary and benefits but also opportunities for professional development, recognition for work done, an inclusive work environment, and opportunities to contribute to something more meaningful (both within and outside the organisation).

Humanised Management: Putting People First

Humanised Management recognises that employees are not just resources. They are human beings with needs, aspirations, and emotions. It values empathy, compassion, and respect in treating employees and promotes a culture of mutual care and support. By adopting a humanised approach to management, organisations can create a work environment where their employees feel truly valued and respected as people.

Practical Example: Organisational Transformation Programme

Imagine a company undergoing organisational transformation to increase employee commitment. This company decides to implement a comprehensive programme that integrates the mentioned principles. Too complex? Let's see:

To promote transparency and authenticity in the workplace, the company will implement an open and transparent communication channel, such as an online forum or regular team meetings, where employees are encouraged to share ideas, concerns, and feedback with leadership. Additionally, a council composed of representatives from different hierarchical levels and departments will be created, responsible for ensuring that information is communicated clearly, consistently, and transparently throughout the organisation (internal communication).

For the development of conscious leadership, team leaders and managers will receive training in conscious communication, covering interpersonal communication, positive intelligence, emotional intelligence, and constructive feedback. Furthermore, mentoring and coaching programmes for leaders will be implemented to promote a continuous learning environment and personal and professional development.

Regarding the design of the employee experience, the company will conduct regular organisational climate surveys to assess employee satisfaction and commitment and identify areas for improvement. Additionally, an employee value proposition will be developed and included in the employee experience. This will define the tangible and intangible benefits of working in the organisation, such as opportunities for professional growth, recognition, work-life balance, and an inclusive culture. Workplace wellness programmes will also be developed and implemented, such as mindfulness sessions, corporate retreat activities for personal and professional development (employees) and strategic development (management), and employee recognition programmes.

To promote a culture of humanised management, the company will foster an organisational culture that values empathy, compassion, and mutual respect through policies and practices that encourage work-life balance, support for diversity and inclusion, development of conscious leadership, participative communication among all members, and celebration of individual and collective achievements. An employee support programme will also be created, providing various resources such as psychological counselling, financial assistance, and support for challenging personal or professional situations.

Of course, what is implemented must be measured. A detailed implementation plan will be developed, with clear goals, deadlines, and responsibilities for each programme initiative. Key performance indicators (KPIs) will also be established to measure the progress and impact of the programme's initiatives over time. Periodic evaluations will be conducted to monitor the effectiveness of the programme and make adjustments as necessary to ensure that employee needs and expectations are continuously met in line with the organisation's capabilities.

By integrating the principles of conscious communication (organisational and interpersonal), employee experience, and humanised management into an organisational transformation programme, organisations can create a more inclusive, collaborative, and rewarding work environment, which stimulates employee commitment and drives long-term organisational success.

What is your organisation doing in this regard? Is the work environment stimulating and reflected in the results? Or, on the contrary, is there a more or less disguised atmosphere of bullying?

References:

Gallup. (2024). "5 Ways to Make the Most of Employee Voice." Retrieved from Gallup.