Why Putting Employees First Works for Business

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Company Culture has become a buzzword within the past decade. Businesses will spend thousands - or even millions - of dollars to reinvigorate their boring offices in an attempt to inspire their workers.

They’ll try everything: fitness centers, bright and colorful interiors, and even slides, ball pits, or video games.

Sometimes these massive overhauls work for the business. They find their niche, and their employees benefit. But other times, businesses will attempt so much only to get so little out of it.

Is your team a mixed cohort of mostly creative introverts? Or is there a 60:40 split mexico phone number resource between millennials and older generations? Or maybe your office is mostly remote workers, with very little face-to-face interaction. How can you build a culture that suits everyone?

When it comes to creating a company culture that works for your business, there isn’t really a step-by-step guide. There are plenty of suggestions around the web, but the only real way to know what will work for your business is to understand the psychology of what motivates your team.

Finding Your Flow
Flow: the state of mind where things come easily. A worker is fully focused, with creative energy, and ideas are populating rapidly. Flow is the ideal state for an employee to be in, yet that rarely seems to be the case.

Every year, Gallup releases a new State of the American Workplace study, and every year the same dilemma is the disengaged worker. Luckily, that number is slowly decreasing year after year, but as of the 2017 study 70% of employees state they are “not engaged” while at work. What is leading to this massive disengagement crisis?

Daniel Pink, author of the NY Times bestselling novel Drive: The Surprising Truth About What Motivates Us, is an expert at understanding the psychology of motivation. In his TED Talk based on his work, Pink describes a study done at MIT and funded by the Federal Reserve Bank. Results of the study found an interesting connection between monetary incentive and job performance. (You can watch an illustrated version of the talk here.)