People First Culture: Characteristics of companies that put people first

16 de June, 2023

One of the biggest challenges facing organizations today is talent retention. In this context, developing a people-centered culture – one that listens to what employees have to say and values their needs and expectations – is a decisive factor in promoting satisfaction and retention.

But what characterizes a company with a people first culture in practice? Come and find out with us.

What does it mean to have a people first culture?

This concept is based on the assumption that people are interested in and care about companies when companies are interested in and care about people.

Companies with a “people first” culture are, as the name suggests, centered on their people. They recognize that employees are their most important asset and all processes related to workers are strategic for the organization, rather than merely administrative.

A “people first” culture aims to increase the involvement, satisfaction and motivation of professionals, giving priority to their well-being and happiness. And this effort must be intrinsic to the purpose and values of the organization itself.

How to have a people-centered culture?

Developing and embedding a people-oriented culture involves:

• Recognize and reward good work: a company that puts its people first must have a robust culture of feedback and recognition. This can take the form of measures such as awards, extra vacation days, incentive programs, symbolic gifts, among many others.
• Seeing and treating employees as business partners: regardless of their role, people should feel that their work is valued and that their contribution is fundamental to the company’s success. In practice, this means that leaders gather feedback from professionals, listen to their opinions and ideas and take them into account when making decisions.
• Investing in the development and success of professionals: companies with a “people first” culture believe that the success of their professionals and that of the organization itself go hand in hand and therefore make the growth of their people one of their top priorities. This means providing them with all the tools and resources they need to succeed, as well as opportunities for training and professional development.
• Understand that people have a life that goes beyond work: work is only one part of people’s lives and this aspect must be considered, recognized and respected by the company. This should be reflected in the granting of benefits such as flexible working hours, the possibility of remote working, wellness programs, flexible benefits that adapt to different life stages, among others.
• Practice empathy: a “people first” culture is necessarily a culture of trust and empathy. Leaders and managers must support their teams, put themselves in people’s shoes and be understanding and supportive when challenges or difficulties arise.

As we can see, having a people-oriented organizational culture is much more than communicating inspiring ideas and phrases to the outside world. It’s about taking action, adopting measures consistently and, above all, that are intrinsic to the organization’s values and purpose.