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Zusammenfassung von Making Work Human

Name: Making Work Human
Rating: 4.3 (48 reviews)
Author: Eric Mosley and Derek Irvine

Eric Mosley and Derek Irvine

How Human-Centered Companies are Changing the Future of Work and the World

4.3 (48 Bewertungen)

22 Min.

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Making Work Human
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What’s in it for me? Discover how we can build the human workplace of the future.

Machines, AI, and algorithms are becoming smarter by the day. But so far, fears of robots taking all our jobs have proven unfounded.

In fact, as the tech revolution progresses, human work is becoming more and more valuable. Many successful companies today put a premium on human-only skills such as creativity, innovation, flexibility, and teamwork. But, unfortunately, most workplaces are still designed to treat employees more like appliances than like humans.

These blinks combine advanced data analysis and positive human values to show how we can change that. They explain how a business culture built around gratitude, purpose, and connection can boost performance and drive profits – and help each of us find more happiness and fulfillment in our work.

In these blinks, you’ll learn

why it took symphonic orchestras so long to hire female musicians;
why many small bonuses are better than one big bonus; and
why people are your biggest asset.

The future of work is human.

All humans have the right to work in jobs that they choose. That’s what the Universal Declaration of Human Rights proclaimed back in 1948. But for the authors and other people who work for Workhuman, this is no longer enough.

They believe that in our technologically advanced present, humans have the right to work in jobs that they choose, and that also meet their essential needs. These include the need for social connection, psychological safety, growth, and meaning.

Workhuman has made it its mission to ensure that modern workplaces represent these core human values. Why? Well, the first reason is that making people happier in their work is simply the right thing to do. The second reason is that human workplaces also happen to be great for business.

The key message here is: The future of work is human.

Rapidly evolving technologies such as the internet and artificial intelligence have transformed the way we work – and they show no signs of slowing down any time soon. This ever-changing tech environment has created a market that experts sometimes describe with the military term VUCA: volatile, uncertain, complex, and ambiguous.

In order to stay competitive in a VUCA market, businesses need to adapt and evolve constantly, too. This means that they need to attract and retain employees who are willing to do the same. Since employees today are more socially conscious, informed, and mobile than ever, keeping them inspired and engaged isn’t an easy task.

The best thing businesses can do is create a workplace where employees feel recognized, valued, and appreciated as full human beings. The human workplace is built around positive values such as community, connectedness, and belonging, and unites a diverse set of people around a shared mission. Instead of trying to force peak performances out of employees, it inspires them to give their peak performance.

Indeed, comprehensive business research over the last three decades shows that employees in human workplaces perform better, are more engaged with their work, and stick around longer. This increases profits, boosts business growth, and saves costs in the long run.

Companies like Costco, Trader Joe’s, and Toyota have already recognized the power of positive human values in the workplace, and are designing their business structures accordingly – with great success. These blinks will show you how your business can do the same.

A good employee experience is essential for business success.

When it comes to choosing their employers, their work models, or their pay structures, employees today have more options than ever before. This seems only fair, because they also have more responsibility and less job security than ever before. But this situation creates a unique challenge for employers: How can you attract the best employees, help them give their best, and make them want to stick around?

The answer is that you make them feel good about themselves and their work.

Gratitude is the backbone of a human workplace.

We’ve just learned how important a good work experience is – for both employees and businesses. Let’s take a closer look at three elusive emotions that are essential for a positive work experience: purpose, meaning, and gratitude. Ideally, a human workplace should prompt all three of these positive feelings in employees.

Purpose in this context means the shared mission of all people in the company. Google’s mission statement, for example, declares that the company’s purpose is “to organize the world’s information and make it universally accessible and useful.”

Social recognition tools create moments of gratitude.

As a company, Workhuman specializes in creating moments of thanking, talking, and celebrating through what they call Human Applications. These are company-wide networking apps that allow employees to give each other feedback, rewards, and support. Combined with deep analytics, the data gathered through these apps can chart an insightful picture of what’s going on within a company – and how they can improve the company structure to the benefit of all employees.

Some of the most powerful human applications are based on the principle of social recognition. Social recognition happens when people recognize and reward each other for their work. Social recognition platforms let managers and employees express their gratitude for displays of hard work, special effort, or kindness. Such positive feedback tools can have amazing effects on people’s happiness, engagement, and performance at work.

The best reward systems are social, high-frequency, and flexible.

In order for gratitude not to become a hollow gesture over time, it needs to come with tangible benefits, gifts, and bonuses for employees.

That’s why every human workplace should have a flexible, crowd-sourced reward system that ties social recognition to real rewards. This means that news of any bonuses, gifts, and benefits employees receive is shared and celebrated with coworkers – for example, through a social app. It also means that coworkers can award bonuses, gifts, and benefits to each other based on their performance.

Performance reviews should promote growth through positive feedback.

In traditional companies with a top-down command structure, performance reviews between managers and employees only happen about once a year. During such a review, the manager typically focuses on an employee’s past work – and particularly on past mistakes. Understandably, hardly anyone looks forward to this annual beatdown. And hardly anyone gets anything out of it.

Today, decades of business research have proven what disgruntled employees knew all along: negativity isn’t a very good motivator. Of course, constructive feedback isn’t the problem. In fact, humans crave constructive feedback because learning and growth are deeply satisfying to us. But we also want to feel good about ourselves and appreciated for the work we do. Meticulously pointing out employees’ past mistakes isn’t the way to make them feel valued.

Diversity and inclusion are non-negotiable attributes of a human workplace.

Until quite recently, people believed that men were naturally more talented as musicians than women. As a result, symphonic orchestras were almost exclusively male. When, in the 1970s, orchestras started holding blind auditions to disprove this stereotype, men still outperformed women.

Why? Because those judging would subconsciously register a musician’s gender by listening to his or her footsteps on the stage. Once blind auditions started being held on carpeted stages, male and female musicians were judged to perform equally well.

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Worum geht es in Making Work Human?

Making Work Human (2020) is a roadmap for building the workplace of the future based on positive human values such as community, connection, and belonging. Drawing on a vast amount of data and using deep analytics, the pioneers of social recognition company Workhuman explain how a work culture of gratitude makes people happier and healthier while boosting productivity and performance.

Bestes Zitat aus Making Work Human

People are your biggest investment, not your biggest cost.

—Eric Mosley and Derek Irvine

Wer Making Work Human lesen sollte

HR professionals interested in new management approaches
Business owners looking to boost productivity and innovation in their companies
Those curious about the future of work

Über den Autor

Eric Mosley is the cofounder and CEO of Workhuman, a multinational company providing software solutions for performance management based on social recognition.

Derek Irvine is the Senior Vice President of Workhuman and heads the consulting and analytics division of the company. The two previously collaborated on The Power of Thanks.

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