THE BIGGEST ROI COMES FROM INVESTING IN YOUR PEOPLE
At the end of the day, business is about making money. Sure, there are many amazing companies and organizations out there who are dedicated to doing good, improving lives in some way, and taking care of their employees, but the bottom line is the bottom line.
To that end, investing in your people is the absolute best thing you can do. Scores of research shows that happy people are more productive, more engaged, and more dedicated. This means that investing resources into increasing the happiness and wellbeing of your employees is going to translate into higher dollars for your company. The highest return on investment will come from investing in your people.
At the end of the day, business is about making money. Sure, there are many amazing companies and organizations out there who are dedicated to doing good, improving lives in some way, and taking care of their employees, but the bottom line is the bottom line.
To that end, investing in your people is the absolute best thing you can do. Scores of research shows that happy people are more productive, more engaged, and more dedicated. This means that investing resources into increasing the happiness and wellbeing of your employees is going to translate into higher dollars for your company. The highest return on investment will come from investing in your people.
What does it mean to invest in people then?
In a work setting, it means helping employees reach their potential. It's not about just extracting from them - their time, energy, productivity, and skills. It's about pouring into them. How can you help them grow and develop not only as employees but as individual, whole humans?
Investing in people means making them feel valued. Employees who feel like more than just a number, those who feel like they matter and are cared for by leadership, are going to be more invested in their jobs, more willing to fully engage in their tasks, and more committed to the company's mission and values.
Investing in people also means giving them the resources and support they need in order to be successful. While it often seems counterintuitive to invest when you're trying to build profits, focusing on the immediate expense is often short-sighted. Spending a few dollars to help set employees up for success will pay dividends in the long run.
This concept of investing in people isn't just for C Suite level leaders or people managers. We can all focus on investing in the people in our lives - at and outside of work. Fostering healthy, supportive relationships and contributing to others' success helps everyone.
Consider what physical resources your employees and colleagues need in order to be successful. What psychological, emotional, and social supports and resources do they need? Are you providing those in a real and accessible way? Are you investing your time and energy into building important relationships, lifting others up, and contributing to a healthy workplace culture?
In a work setting, it means helping employees reach their potential. It's not about just extracting from them - their time, energy, productivity, and skills. It's about pouring into them. How can you help them grow and develop not only as employees but as individual, whole humans?
Investing in people means making them feel valued. Employees who feel like more than just a number, those who feel like they matter and are cared for by leadership, are going to be more invested in their jobs, more willing to fully engage in their tasks, and more committed to the company's mission and values.
Investing in people also means giving them the resources and support they need in order to be successful. While it often seems counterintuitive to invest when you're trying to build profits, focusing on the immediate expense is often short-sighted. Spending a few dollars to help set employees up for success will pay dividends in the long run.
This concept of investing in people isn't just for C Suite level leaders or people managers. We can all focus on investing in the people in our lives - at and outside of work. Fostering healthy, supportive relationships and contributing to others' success helps everyone.
Consider what physical resources your employees and colleagues need in order to be successful. What psychological, emotional, and social supports and resources do they need? Are you providing those in a real and accessible way? Are you investing your time and energy into building important relationships, lifting others up, and contributing to a healthy workplace culture?
Actionable Tips
Here are some ways to invest in your people.
1. It might seem obvious, but tell your team members what they are doing well. Spell it out directly - verbally or in writing, even better if it's publicly. Explain what you appreciate about them and the work they are doing. Appreciation costs nothing but a little time, yet it goes a long way in building relationships and making people feel valued.
2. Ask your team what they need in order to feel supported and/or be successful in their roles. Listen (these tips on active listening can help) to their requests. Try to deliver the resources they need if you can.
3. Allow flexibility and autonomy where possible. Giving someone control over decisions that affect their day-to-day experience can help make them feel valued, respected, and trusted. Not to mention, a sense of control tends to boost happiness.
4. Look out for contradictory unspoken messages. Every group of people, from dyads to families to massive organizations, communicates via spoken and unspoken messages, which are often contradictory. Organizations may give lip service to the importance of work-life balance but unspoken messages may undermine those efforts. For example, if leadership says that they value work-life balance but sends regular emails after hours, the unspoken message is that employees should always be on the clock. Similarly, advocating for employees to take time off then requiring that time to be made up, even in unofficial capacities (e.g., ever spent a full day digging out of the inbox backlog when you come back from vacation?) is sending a contradictory message. Do what you can to resolve these contradictions.
5. Finally, make a concrete contribution to employee's wellbeing and happiness through effective trainings and workshops. Peak Mind has a solid track record of creating and delivering just that. Our engaging workshops and "bitable" digital trainings ( as in short but packing a big punch) are a real way to show your teams that you care about them as individuals while also helping them build the skills necessary for success in all facets of life.
Our most popular offerings include:
- Mindfulness: It's Not What You Think
- Brain Tricks & Rational Thinking
- From Burn Out to Thriving: Effective Self-Care
- Thriving Through Uncertainty
Contact us here or at info@peakmindpsychology.com to learn more.
Here are some ways to invest in your people.
1. It might seem obvious, but tell your team members what they are doing well. Spell it out directly - verbally or in writing, even better if it's publicly. Explain what you appreciate about them and the work they are doing. Appreciation costs nothing but a little time, yet it goes a long way in building relationships and making people feel valued.
2. Ask your team what they need in order to feel supported and/or be successful in their roles. Listen (these tips on active listening can help) to their requests. Try to deliver the resources they need if you can.
3. Allow flexibility and autonomy where possible. Giving someone control over decisions that affect their day-to-day experience can help make them feel valued, respected, and trusted. Not to mention, a sense of control tends to boost happiness.
4. Look out for contradictory unspoken messages. Every group of people, from dyads to families to massive organizations, communicates via spoken and unspoken messages, which are often contradictory. Organizations may give lip service to the importance of work-life balance but unspoken messages may undermine those efforts. For example, if leadership says that they value work-life balance but sends regular emails after hours, the unspoken message is that employees should always be on the clock. Similarly, advocating for employees to take time off then requiring that time to be made up, even in unofficial capacities (e.g., ever spent a full day digging out of the inbox backlog when you come back from vacation?) is sending a contradictory message. Do what you can to resolve these contradictions.
5. Finally, make a concrete contribution to employee's wellbeing and happiness through effective trainings and workshops. Peak Mind has a solid track record of creating and delivering just that. Our engaging workshops and "bitable" digital trainings ( as in short but packing a big punch) are a real way to show your teams that you care about them as individuals while also helping them build the skills necessary for success in all facets of life.
Our most popular offerings include:
- Mindfulness: It's Not What You Think
- Brain Tricks & Rational Thinking
- From Burn Out to Thriving: Effective Self-Care
- Thriving Through Uncertainty
Contact us here or at info@peakmindpsychology.com to learn more.
"Employees who believe their management is concerned about them as a whole person - not just an employee - are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability."
- Anne M. Mulcahy
Written by Dr. Ashley Smith
Peak Mind Co-founder
