Stop Bringing Your Whole Self To Work
A Discussion on Workplace Culture, Policies, and the People First Movement
Hi Friends,
Devin and Margaret here.
The People-First movement in workplace culture has risen in popularity over the past several years and ushered in the concept of bringing your “whole self” to work. It aims to prioritize the well-being and satisfaction of employees. But does bringing your whole self to work truly benefit you and your colleagues? And do you truly want *everyone* to bring their whole self? Your boss, your CEO, etc - does it make you feel more safe knowing every part of everyone at the company?
In this episode, we dive into the people-first movement and explore what policies actually put employees first, what amount of transparency is too much, how leaders influence the people-first movement, and how all of this is impacted by the remote and hybrid work environments that are much more common today.
TL;DL
There are several negative consequences to bringing your whole self to work:
Unrealistic expectations: Emphasizing the needs and preferences of individual employees can lead to unrealistic expectations, particularly if those expectations conflict with the overall goals and constraints of the organization.
Increased entitlement: Placing too much emphasis on employee satisfaction and well-being can potentially foster a sense of entitlement among some individuals.
Lack of accountability: An overemphasis on employee happiness and well-being may inadvertently result in a diminished sense of individual accountability.
Inequity and division: The People-First movement, if not implemented carefully, can inadvertently create divisions and inequities within the workplace. Different employees may have varied needs and preferences, and catering excessively to certain individuals or groups may create a sense of favoritism or exclusion among others.
Decision-making challenges: Balancing the diverse needs and preferences of individuals can make decision-making more complex and time-consuming. Organizations may face challenges in reconciling conflicting interests, leading to slower decision-making processes and potential frustration among employees.
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