Episode recap:

Marcel and David Bator of Achievers Workforce Institute discussed the importance of humane leadership and creating a sustainable work culture, emphasizing the need for employee engagement and a sense of belonging in the workplace. They explored strategies for improving workplace conditions, including frequent recognition, effective management practices, and implementing regular feedback methods. David also highlights four key factors for manager effectiveness: frequent contact, recognition, coaching, and career development. He suggests that companies should move beyond annual surveys and implement more frequent feedback methods such as one-on-ones, pulse surveys, and recognition programs. David also introduced the concept of the “5 pillars of belonging,” which include feeling welcomed, known, included, supported, and connected at work. He stressed that investing in these conditions not only makes employees feel good but also drives business outcomes.

Guest Bio:

David Bator is the Managing Director at Achievers Workforce Institute. He thinks and writes about how work should work. His primary focus in leading the Achievers Workforce Institute is Research, Community, and Advisory, assisting global executives with practical approaches to transforming how the world works. David is passionate about people and has spent the last 20 years collaborating closely with leaders in HR, IT, and Communications to develop programs that empower individuals, teams, and companies to grow.

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Show Notes

Quotes:

• “What gets recognized gets repeated. 72% of employees will repeat an action if they are recognized for that action.”
• “Employees with a strong sense of belonging are twice as engaged, twice as productive, twice more resilient, and twice more satisfied with their jobs.”
• “Every day we have the opportunity to change someone’s life… often through the habit of being good to one another and taking a moment to say thank you for a job well done.”
• “When organizations create conditions that recognize the humanity of the people they employ, employees are more willing to bring their whole selves to work.”
• “72% of employees would prefer a job where they were seen, valued and appreciated every single day over a job that paid 30% more but lacked those feelings.”

Takeaways:

• Evaluate your workplace across the five pillars of belonging: Are employees feeling welcomed, known, included, supported, and connected? Create specific strategies to improve each dimension.
• Start a consistent habit of recognizing team members for their big and small contributions. Aim to provide meaningful, specific appreciation at least once daily and track how it impacts team morale and engagement.
• Transform your current one-on-one meetings to focus on four key areas: frequent contact, recognition, coaching, and career development. Create a structured template that ensures you’re addressing each of these critical elements.
• Develop a comprehensive list of ways to appreciate employees without financial compensation, such as public acknowledgment, personalized thank-you notes, professional development opportunities, or meaningful project assignments.
• Survey your team to understand how valued they feel beyond monetary compensation. Ask questions about their sense of belonging, growth opportunities, and whether they feel genuinely appreciated in their current role.

Timestamps:

[00:00] Introduction to Marcel’s new book, Humane Leadership, and his guest, David Bator

[03:05] David’s passion for helping people through his work

[07:34] “The Great Resignation” and “The Great Detachment” and their implications for the current state of the workplace

[12:14] The Importance of Belonging and Employee Experience

[17:02] Strategies for Improving Employee Engagement

[25:33] Non-Monetary Strategies for Driving Engagement

[29:20] Leading with Humane Leadership

[35:50] The Role of Recognition in Shaping Culture

Conclusion:

Creating a culture of belonging, appreciation, and recognition is crucial for employee engagement, productivity, and retention. Leaders who prioritize making a workplace culture where employees feel valued, supported, and connected will achieve positive business outcomes. This can be attained by focusing on the five key pillars of belonging: feeling welcomed, known, included, supported, and connected. Leaders should engage in frequent non-monetary recognition, hold meaningful one-on-one interactions with employees, and show that they are invested in the needs of each individual. Employees who feel appreciated for their contributions and are given opportunities to grow and develop are more likely to bring their whole selves to work,  leading to a significant improvement in workplace culture.

Links/Resources:

Achievers: https://www.achievers.com/

Achievers Workforce Institute: https://www.achievers.com/workforce-institute/

David Bator on LinkedIn: https://www.linkedin.com/in/davidbator/

“For Everyone” by Jason Reynolds: https://www.amazon.com/Every-One-Jason-Reynolds/dp/1481486241

Now Accepting Podcast Sponsors

We would be delighted to accept your sponsorship for future episodes as we challenge current management thinking and practices and build skills around human leadership and human-centered work cultures. If interested, contact Marcel.