10 Ways To Foster A People-Centric Culture For Business Success

Creating a strong people-centric culture is essential for any B2B organisation aiming for long-term success. Here are ten tips to help you build a culture that values fun, engagement, and respect.

1. Prioritise employee well-being

Forward-thinking employers recognise that the strength of their organisation lies in the health and productivity of their workforce.

Implementing wellness programmes and providing mental health support can create an environment where employee well-being is central, significantly reducing burnout and boosting productivity.

Indeed, according to the Institute of Directors (IOD), “Research shows that FTSE 100 companies that prioritise employee wellbeing outperform the rest of the FTSE 100 by 10 per cent.” This approach is particularly vital during periods of high stress and it’s why collaboratively defining issues ensures employees feel involved and committed to the solutions.

2. Encourage open communication

Fostering open communication through regular town hall meetings, open-door policies, and encouraging feedback can mitigate misunderstandings and build trust.

Netflix is renowned for its culture of “freedom and responsibility,” where open communication is key to its high performance. This is especially crucial at the start of change initiatives; leaders who clearly communicate why the changes need to be made and what the benefits will be, will get stronger buy-in from all parts of the organisation.

It’s easy to communicate what is changing, but it is harder to communicate why it is changing. Unfortunately, ‘the why’ is the crucial part and often the element that gets missed.

As Simon Sinek says, “People don’t buy what you do; they buy why you do it.” Knowing and expressing your ‘why’ is the part that will get everybody to embrace the change and work towards making it happen.

3. Recognise and reward achievements

Implementing a robust recognition programme, with both formal and informal methods such as awards and shout-outs, can significantly boost morale. Google, among many successful organisations, has a well-known recognition programme which celebrates and nurtures its staff. Continuous recognition, especially during challenging times, keeps spirits high and motivation strong.

4. Promote professional development

Investing in employee growth through training programmes, mentorship opportunities, and career development plans not only enhances skills, ensuring teams are always evolving and improving and also reduces staff turnover. This is particularly important during organisational restructuring or growth phases.

5. Foster team collaboration

Encouraging teamwork through cross-functional teams, collaborative tools, and team-building activities can lead to improved innovation and problem-solving. Pixar is a prime example, promoting psychological safety and collaboration to nurture creativity and innovation. This approach is particularly effective when introducing new projects or initiatives, fostering a sense of unity and shared purpose.

6. Incorporate fun and gamification

Incorporating gamification through gamified tasks, fun challenges, and celebrating milestones can enhance engagement and reduce monotony.

Turning tasks into fun, game-like activities make learning more engaging, enjoyable and motivating. This is especially useful during routine tasks or when a morale boost is needed. One business with a highly people-centric culture is Zappos.com and their philosophy of “if the employees are happy, the customers are going to be happy,” is instilled in one of their organisational values – ‘Create Fun and A Little Wierdness’.

7. Respect and value diversity

Cultivating an inclusive workplace through diversity training, celebrating cultural events, and ensuring equal opportunities fosters a sense of belonging and innovation. With differing perspectives comes increased creativity and enhanced problem solving. This should be a continuous effort, particularly during hiring and team formation.

8. Empower employees

Giving employees autonomy and responsibility through meaningful task delegation, encouraging decision-making, and supporting risk-taking increases ownership and accountability. Spotify empowers its employees by allowing them to work in autonomous squads, fostering a sense of ownership and innovation. This is particularly effective during periods of change or when launching new initiatives.

9. Create a positive work environment

Ensuring a clean and safe workspace, promoting positive interactions, and addressing conflicts promptly can significantly reduce stress and enhance productivity. Cisco is known for its positive work environment, where employee satisfaction is a top priority. This should be a continuous effort, with extra focus during change initiatives.

10. Lead by example to build a people-centric culture

Leading by example is a cornerstone of effective leadership. Demonstrating empathy, maintaining integrity, and being approachable not only builds trust but also sets a high standard for behaviour within the organisation. Unilever exemplifies this through its commitment to sustainability and ethical business practices. Unilever’s leaders are known for their dedication to creating a positive and inclusive work environment, setting a powerful example for their employees to follow. This approach is crucial at all times, but it becomes even more vital during periods of change when employees look to their leaders for guidance and reassurance.

To reinforce this, JA Consulting’s Emulate tool can be implemented to coach leaders on the most impactful behaviours. This tool helps identify and cultivate the key behaviours that leaders need to demonstrate consistently. By doing so, it ensures that these behaviours are not just occasional acts but are ingrained in the organisational culture. This consistent demonstration of desired behaviours by leaders reinforces the company’s values and fosters a culture of trust, integrity, and responsibility, which is essential for navigating through change and achieving long-term success.

Dr Caroline Gowing
Director & Change Management Lead

LinkedIn: www.linkedin.com/in/carolinegowinggreenslade

Further reading

Bold: How to be Brave in Business and Win. Smith, S., & Milligan, A. (2011). Kogan Page Publishers. ISBN-13: 978-0749463441.

https://jaconsulting.co.uk/success-stories/how-a-large-scale-telecommunications-company-used-ja-consulting-to-get-the-best-out-of-their-team/

https://jaconsulting.co.uk/wp-content/uploads/2025/01/Driving-Change-At-Pace-by-JA-Consulting.pdf

And a final thought

At JA Consulting we help drive sustainable change; to work with you to take theory and put it into practice. With the right support and guidance, change can become a seamless and straightforward process that yields long-term results.

Want to make change happen for you? Our team is waiting and ready to help.

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