Last week, my team and I celebrated our company’s fifth anniversary. We also celebrated Carole Clarke, a critical team member and employee number two. She has worked at LCI for five years and has been a crucial member of the team since almost day one.
It is an opportune time for all leaders to recognize a fundamental truth that often eludes us amid the hustle and bustle of business life: our employees give us their lives.
Not just their time or their skills, but the priceless hours of their lives they could spend elsewhere. They choose to be with us, grow with us and commit to our shared vision.
And so we must ask ourselves – Do we as leaders respect this deep commitment??
A great work culture isn’t just a perk; it is a necessity for the lifeblood of any organization.
When employees feel like they are part of something special, when they feel valued, when they feel that their leaders are genuinely invested in their well-being and professional growth, then they don’t just work – they thrive, and not just as employees, but also as employees. people. They become better people, better parents, better sons and daughters, better friends. And just as they thrive personally, so does our company.
I believe that as leaders we all have a responsibility and obligation to create an environment where our employees can live a rich life at work.
How do we achieve this? It starts with a purposeful and persistent effort to create a culture that resonates with purpose, connection and growth.
Here are five steps to do this:
- Make work important. Employees must feel that their work is meaningful. As leaders, we must embed a sense of purpose into the DNA of our company. This means being clear about our vision and strategy, and showing how everyone’s work contributes to the bigger goal. When employees see the bigger picture and understand their role in it, their work becomes more than just a job where they trade time for a paycheck.
- Foster connection and community. If you’re familiar with my work, you know that I write a lot about the need for leaders to build community. I believe that’s how people are wired. We need to build communities in our workplaces where employees feel supported and recognized. It’s about creating networks of collaboration, celebrating milestones and making sure everyone knows they’re part of a team that values their contributions. This sense of connection is the glue that keeps our employees engaged and committed.
- Invest in growth. As a fast-growing company, it is important to realize that the company cannot grow if the people do not grow. A company that values employee growth is a company that values its future. As leaders, we must be open to being mentors; leaders who play an active role in developing the potential of our employees. This means we provide opportunities to learn, challenge our teams with new responsibilities and enable them to expand their capabilities. When we invest in the development of our employees, we indicate that we are investing in their future. In turn, they will invest in ours.
- Cultivate wellness. To live a rich life at work, our employees must also live a rich life outside of it. As a leader, I have never been in conflict with the relationship between work and family. For me, family always comes first, and my team knows that. As leaders, we must respect the importance of mental and physical well-being and provide the resources and flexibility necessary to maintain this well-being. In this way, employees feel empowered to get the best out of themselves at work.
- Lead with gratitude and recognition. Finally, we should never underestimate the power of a simple “thank you.” Recognition goes a long way in validating the sacrifices our employees make. Regular, heartfelt expressions of gratitude remind our teams that their dedication does not go unnoticed. It reinforces the value of their contribution and encourages continued commitment.
As I reflect on Carole’s five years of extraordinary service and dedication to LCI, I am reminded that the power of every company lies in the hearts and minds of those who have chosen to walk this path with us as founders and CEOs.
It is a sobering and humbling realization that we as leaders have the responsibility (and privilege) to create a workplace where our employees can live rich and fulfilling lives.
So let’s honor the lives given to our businesses by being the leaders committed to making those lives as rewarding as possible.
It’s not just good business; it is a profound duty that we must embrace with conviction and passion.
Gut check for leaders:
Do you value the lives of your employees?
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