Over the past year, we’ve spent much of our time in a reactionary state, navigating change and working feverishly to translate our personal learning and development (L&D) initiatives into virtual programs. It wasn’t easy, but let’s face it, shifts happen. Fortunately, if we move forward, we can create a better future of work. LinkedIn Learning’s 2021 Workplace Learning Report found that 66% of L&D benefits worldwide agree that L&D will be the focal point for rebuilding and reforming organizations emerging from the COVID-19 pandemic.
So where should this reform take place?
With continued technological investments in virtual learning solutions and the ongoing technical training required for employees to use them, many of us have lost sight of the human connection element of training. While technology-focused training should not and will not disappear, it is important to teach employees more about themselves and how to connect with others to create a more human-centered workplace.
To begin creating a human-centered workplace, start by training employees on the following skills and competencies:
Self-awareness
Educating employees about the nature of their thoughts, feelings, and emotions is the foundation for building a human-centered workforce. We first develop self-awareness from a young age, but it is a skill that is often neglected and much taken for granted by life. During a five-year research project by organizational psychologist and author Tasha Eurich, it was estimated that 95% of the people believe they are self-aware. However, in reality, it is only 10% to 15%. The bottom line is that when our self-awareness is blocked, workplace productivity, well-being, and collaboration all suffer.
So how do you remove roadblocks to self-awareness? Start by educating employees about how the human mind operates both consciously and unconsciously, and come back to the age-old question: Who am I? Employees must know that they are not their thoughts, but they are the observers of thought impulses. Mindfulness is the cornerstone of meditative practices and the gateway for employees to recognize truth from falsehood and act accordingly in the workplace.
Since most of us are in denial about our own self-awareness blocks, small group workshops are an effective way for team members to help each other identify them. To be effective, it is essential to create a nurturing environment in these workshops as well as clear action plans with concrete goals to achieve higher self-awareness. The key is for each employee to focus on one area of ​​growth and use their team as an internal support system.
Empathy and compassion
Once self-awareness is learned, it becomes much easier for employees to learn and implement the social-emotional skills of empathy and compassion. According to Deloitte’s 2021 report on the future of learning in the wake of COVID-19, 93% of leaders believe that strengthening the emotional muscle of the workforce will help navigate future crises more easily. Empathy is a cornerstone of creating a human-centered organization because it is the ability to imagine the thoughts and feelings of others.
Learning the fundamentals of empathy comes with practice. Employees get so caught up in their world of workplace responsibilities that they often fail to think about what it’s like to be in the shoes of cross-functional team members. Creating workshops where employees can share the challenges they face with colleges provides a lens into their word, which would otherwise go unnoticed. A key component of empathy is active listening, so make sure team members probe for more information by asking questions like, “How did that make you feel?” Or, “Tell me more,” to further develop empathic skills.
Once empathy is established, it sets the stage for team members to develop compassion as they learn to take an active role in helping each other through emotional support and engagement. Empathy and compassion help foster an inclusive environment where employees are together as one and have each other’s backs along the way.
Gratitude
The third principle to educate employees about is how to show appreciation and gratitude for what they have in life and for each other. It’s easy to focus on the negative, which leads to high stress levels and anxiety, which often leads to poor treatment of others, inter-office gossip, and feelings of exclusion. Employees give the majority of their waking hours to help fulfill a company’s vision and mission. Learning to express gratitude is crucial for leaders and managers, but expressing appreciation is a skill the entire organization must embrace.
To help employees develop this skill, work with teams to identify moments that warrant appreciation. For example, a personal note can mean all the difference if an employee works long hours. One study from Harvard University and The Wharton School found that receiving a “thank you” from a supervisor increased productivity by more than 50%. On the other hand, if a team worked hard on a new pitch and didn’t win the business, this is an excellent opportunity to show appreciation to boost low morale.
While exploring workplace opportunities for expressing gratitude, also be sure to educate employees about its ability to navigate our personal lives. Some of the benefits of gratitude include strengthening the immune system, improved mental health, relationships, and optimism. You can even create a company-branded gratitude journal to support your new initiative. Ultimately, a culture of gratitude will lead to a healthier, happier, and more connected workplace.
Developing a human-centered workplace requires a shift from training technical skills to educating employees about social and emotional skills. When we do this, we create resilient organizations that are equipped to overcome challenges big and small while celebrating each other along the way.
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