The Transformative Power of 'Making People Feel Significant'

Do you ever wonder what truly motivates your employees, especially those hardworking individuals in your HR department?

Spoiler alert: It's not about the money.

After spending 30+ years in the HR recruiting space, one thing has become crystal clear to us: HR professionals people crave significance.

They want to feel like an indispensable part of a team, capable of achieving amazing thins for the businesses they represent, and themselves. They yearn for respect and to engage in work that fills them with pride and passion.

In our extensive conversations with our HR peers over the years, we've discovered a common thread: they feel genuinely valued ONLY when presented with the opportunity to effectuate change. Without this, there's a lurking sense of insignificance.

So, where does this all-important sense of significance stem from?

It emerges from the ability to enact change within your organisation.

Are your HR teams empowered to perform significant acts? Or are their efforts stifled by management and leadership, hindering their development?

It's crucial for business leaders to understand the importance of allowing HR teams to contribute meaningfully to the organisation. This means removing obstacles that limit their potential and encouraging initiatives that promote significant changes.

Why is making employees feel significant so impactful for engagement?

Firstly, it aligns with their intrinsic motivations. People are not solely driven by external rewards like salary or bonuses; they seek fulfilment and a sense of belonging. By recognising their efforts and their potential for impact, you tap into these deeper motivations.

Secondly, feeling significant boosts morale and productivity. Employees who believe their work has a profound impact are more likely to be engaged, put in extra effort, and stay committed to their roles.

Furthermore, creating an environment where every team member feels valued and significant fosters a culture of respect and collaboration. This, in turn, enhances creativity and innovation, as employees feel safe to share their ideas and contribute to the company's growth.

So how can Leaders achieve this for their business?

• Encourage autonomy: Give your employees the freedom to take ownership of their projects and make decisions. This autonomy reinforces their significance within the team and the organisation.
• Acknowledge contributions: Regularly recognise and celebrate achievements, no matter how small. Acknowledgment goes a long way in making employees feel valued and significant.
• Foster a culture of respect: Ensure that every member of your organisation, regardless of their role, is treated with dignity and respect. This creates a supportive environment where employees feel significant and appreciated.
• Provide opportunities for growth: Invest in your employees' development through training and mentorship programs. When people see that you're invested in their growth, they feel more significant and engaged with their work.

Concluding thoughts

Making your employees feel significant is not just a nice-to-have; it's imperative. By fostering a culture where everyone feels valued, respected, and integral to the team's success, you unlock a level of engagement and productivity that can truly transform your organisation. Remember, when your employees thrive, so does your business.