Where In Your Org is Workforce Well-Being's Seat-At-The-Table?

Sir Richard Branson built an empire using a unique philosophy – prioritizing employees above all else. While the adage “The customer is always right” has been a staple in business, Branson argues that taking care of employees first leads to long-term success. He believes that when employees are supported, they, are the ones who ensure customer satisfaction.

In an INC. Magazine article published last month†, Marcel Schwantes shares Branson’s philosophy and discusses three (3) key principles:

1.       Helping Employees Feel Connected

2.       Leveraging Their Strengths

3.       Prioritizing Well-Being

Let’s discuss each separately …

First, Branson advocates for creating an environment where employees feel deeply connected to the company’s mission, co-workers, and personal aspirations. This sense of belonging fosters engagement and loyalty.

Next, tapping into employees’ intrinsic strengths is vital. Branson encourages managers to understand each team member’s motivations and passions. Companies create a culture of renewed energy and purpose by creating roles that allow employees to harness their unique talents.

Finally, Branson underscores the importance of employee well-being. Beyond the traditional HR focus, Branson suggests that well-being should be a priority for all leaders. Neglecting this critical factor can lead to issues like presenteeism, where employees are present at work but unable to perform at their best due to stress or health concerns.

Ultimately, Branson’s approach creates a non-hierarchical, family-like work environment. Happy and fulfilled employees are the foundation of customer retention and business growth in this setting. His success proves that companies thrive when they invest in their people first.

Research scholars agree with the business savvy embedded in Branson’s approach. Amongst them is Dan Pink’s Drive. It underlines that human-centered workforce motivation — focused on autonomy, mastery, and purpose — boosts problem-solving and successful company outcomes. However, far too few companies have actually followed Branson’s example.

What Does Your Organization Value?

So ... This brings us to something you can do right now!

Now that we have discussed Richard Branson’s philosophy and how modern research has validated his approach let’s focus on your organization.

Below are three (3) ‘seats’ at the decision-maker’s table. Each is named for its ‘priority’ and corresponding ‘values’ that inform decisions. Choose the ‘seat’ that best matches the ‘priority’ and ‘values’ of your organization during decision-making. (Select only one).

Some questions you might be asking yourself:

1. Do you know which of these approaches has primacy in your organization? (and don’t say “all three) – only 1 can be #1
2. Do you understand the tradeoffs that you have to make in order to prioritize one over the other and how that can affect your organizational change management investment strategy?
3. Do you want to know what kind of impact and value one approach would have over the other two?
4. Would you be surprised to learn that focusing on the customer or the employee well being could have a 2x-5x return on your business investments vs focusing on revenue and profit alone?

To learn more about your ‘Seat’ selection, its impact on your success, and your next steps, contact us! You'll obtain insight from our Executive Coaches enabling you to Grow and Win!

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