As a savvy startup founder, the mission is clear: to scale the company like a boss. But the secret sauce to achieving that mission lies in attracting and retaining the crème de la crème of talent and maximizing their potential to increase profitability.

In today’s cutthroat job market, it’s not enough just to offer a paycheck; we must prioritize employee engagement, satisfaction and breath… show genuine concern for them as human beings.

So, how do we ensure we attract top talent, retain superstars and leverage the full potential of our entire team to drive sustainable growth? The key is cultivating a people-centric culture by meeting the 7 human needs of the highest performing employees.

1. Well-being

As a wise person once said, “health is wealth.” This applies not only to individuals, but also to companies.

Employees who feel good physically and mentally are more likely to be top performers, and they are more likely to stay. So invest in the well-being of employees by creating a culture that puts their health first.

This not only helps build a positive employer brand, but also prevents star employees from burning out and bouncing off to the competition.

2. Connection

We all know work can be tough, but having a friend in the office can make all the difference.

Studies have shown that employees who have a best friend at work are more productive and engaged.

So don’t be afraid to encourage the team to socialize and connect with each other. After all, humans are social creatures with deep-rooted needs for security, survival and social connection – it’s in our DNA!

3. Clarity and certainty

Confucius once said, “Life is very simple, but we insist on making it complicated.”

The same goes for work: clear communication and goal setting are the GPS employees need to navigate their jobs with certainty and confidence.

When employees’ basic needs for safety and security are met, they can focus on more fulfilling work and higher goals. This leads to increased engagement and productivity, which can help businesses scale to new heights.

4. Meaning

Everyone wants to feel like they matter, especially in the workplace.

If we want them to stay engaged, employees need to know that their contributions count and that they matter as individuals. So take the time to recognize and appreciate our employees.

Remember that what gets recognized gets repeated – so don’t be shy about the high-fives and the “You’re awesome!”s.

5. Challenge

As the saying goes, “if it doesn’t challenge you, it doesn’t change you.”

Challenge equals growth, but it’s important to strike a balance. Help employees reach their full potential by providing opportunities for growth and learning.

This leads to a state of flow and a productivity increase of as much as 500%, as reported by the Flow Research Collective. And who doesn’t like a good challenge?

6. Future vision

We’ve all been on a team where operations felt like everyone was paddling in different directions with no clear direction to the goal.

Without a shared vision of the future, there can be mixed messages and unproductive activities that result from unconsciously working against each other.

To avoid this, you need to develop a unified vision that provides direction and drives engagement and productivity, driven by commitment rather than pressure from management.

7. Happiness

When employees are happy and engaged, they are more likely to stay with a company, which in turn increases the speed at which the organization can scale. Happiness is not just a feel-good concept; it is the best hack to unlock productivity and profitability in the workplace.

As we strive to unleash our team’s full potential, it’s time to don our detective hat and get to know our people on a deeper level.

Dig deep to discover what drives them – what causes their stress, what brings them joy and the goals they are working towards. Armed with this knowledge, we can coach and support them not only professionally, but also personally. After all, happy people are productive people, both inside and outside the workplace.

In a nutshell

Building a people-centered culture isn’t just about conveying the impressive vision, mission and values ​​that a marketing agency has come up with to impress the clients.

It’s about walking the walk! You can’t just “fake it till you make it” when it comes to culture. Employees can smell fakeness a mile away, and they won’t stick around for long if they feel like they’re just another cog in the machine.

Culture is captured, not taught, so it’s all about creating an environment where actions speak louder than words, where the leadership team’s own habits, behaviors and routines model the way you want your team to emerge.

It’s about YOU being the ripple effect for the change you want to see in your workplace.

After all, top performers want to be part of teams of top performers, so the best time to start building a people-centric culture was before your first hire, and the next best time is now!

Trust me, invest in the whole human in your human resources pays off for your business results and the success of your team.