You’ve likely come across the saying, “Employees are the key to our success,” echoed by countless businesses and organizations. It’s a phrase with real weight because behind every successful venture are individuals with a collective effort to make it happen.
Just think of a business like a machine — while leaders and managers provide guidance and direction, the employees operate the machine. They handle day-to-day operations, deal with customers directly, develop products or services, and ensure everything runs smoothly. Without dedicated and skilled employees, even the best strategies and plans would remain mere ideas on paper.
Employees bring diverse skills, perspectives, and experiences to the table, which fosters innovation and problem-solving. They form the heart of the organization, driving its growth, adaptability, and resilience. That’s why employees are considered the backbone of any business: They are the ones who translate vision into action, turning aspirations into tangible results. Their commitment, dedication, and hard work are essential ingredients for success in today’s competitive landscape.
And so it begs the question, how should businesses support their teams individually, given the inevitable changes in the professional landscape? In this blog, let’s dive into the importance of acknowledging the efforts of our workforce and why putting human well-being first matters now more than ever.
Understanding Human Performance
No doubt about it, the professional landscape keeps shifting. With trends like remote work and AI making waves, businesses are feeling the pressure to keep pace. Sure, these changes offer opportunities to shake up how we work, but they also bring uncertainty. And as workplace culture and markets evolve, so do concerns about mental health and how we view work itself.
But here’s the thing: there’s still hope for businesses to thrive in this whirlwind of change. According to Deloitte’s 2024 Global Human Capital Trends research, the human touch remains crucial. It’s the link between understanding the future of work and making real progress.
Their survey of over 14,000 respondents across 95 countries shows that they all agree that as work becomes more fluid, traits like empathy and curiosity become even more vital.
Despite all the shifts in business, one thing remains constant: people are the driving force. If businesses want better results, they need to invest in their employees. It’s the combination of human and business outcomes that leads to true success —after all, it’s people, not just assets, that fuel performance today.
Human outcomes x Business outcomes = Human performance.
All this to say, human performance is a cycle that benefits workers, organizations, and society as a whole — a cycle we need now more than ever.
Are Outdated Measures Holding Us Back?
Just as businesses evolve, so do the needs and experiences of the people behind them. In the past, companies focused on making their workforce efficient through structures, processes, and tech.
But times have changed. It’s not just about being better at work — work itself needs to be better for us. Like pieces in a machine, if one part isn’t working well, it affects the whole system.
Consider this: a 2018 Deloitte study found that over 40% of workers felt high stress, impacting productivity and health. Burnout was common among 48% of workers and 53% of managers, with millennials and Gen Zs feeling stressed most of the time. “Quiet quitting,” as dubbed by the 2023 Gallup State of the Global Workplace, has become a trend among 59% of the workforce.
These statistics show that we’re facing challenges beyond just the workload. It’s about creating a work environment where people can thrive. Because when work works for everyone, we all win.
How To Maximize Human Performance in Today’s Business Landscape
Many leaders are recognizing the importance of focusing on human performance to drive organizational success now and in the future. So, where should we focus to maximize our team’s potential in today’s ever-changing landscape?
That’s where insights from Deloitte’s 2024 Global Human Capital Trends come in. Let’s break down how their report emphasizes bridging the gap between understanding what needs to change and actually making those changes happen.
Embracing Human Sustainability
People are at the core of every organization, driving value across the board. However, many organizations fall short in prioritizing these crucial connections, stuck in old mindsets focused on extracting value rather than creating it. It’s time for leaders to shift their focus toward human sustainability.
Moving Beyond Productivity
Traditional productivity metrics aren’t cutting it anymore. We need to see workers as individuals, understanding how they contribute beyond just output. It’s about finding a balance between business goals and human well-being.
Balancing Privacy and Transparency
Technology offers unprecedented transparency, but it comes with risks. Leaders should navigate this new landscape carefully to build trust without compromising privacy.
Overcoming the Imagination Deficit
As technology evolves, so should our ability to imagine new ways of working. Cultivating human qualities like curiosity and creativity is key to staying ahead.
Creating Digital Playgrounds
With disruption accelerating, we need spaces where innovation can flourish. Digital playgrounds provide the freedom to experiment and collaborate, shaping a better future for all.
Cultivating Workplace Microcultures
Diversity in how work gets done is essential. Embracing microcultures allows organizations to adapt, attract talent, and effectively meet individual needs.
Making the Shift to Boundaryless HR
Aside from leaders, HR needs to evolve too from a specialized function to a boundaryless discipline integrated into every aspect of the business. This multidisciplinary approach is crucial for solving complex problems in today’s dynamic environment.
While many organizations understand the need for change, the real challenge lies in implementation. It’s time to turn knowledge into action and unlock the true potential of your team’s human performance.
How Can DISC Help?
Now that we’ve gone through the importance of human performance, let’s explore where DISC fits into the picture. DISC is a valuable tool for understanding the unique personalities within your team and how they function both independently and together.
Let’s dive into how we can leverage DISC to maximize your team’s performance based on their personalities.
(D) Direct Personality
Characteristics: Direct individuals are assertive, decisive, and goal-oriented. They enjoy taking charge, making decisions quickly, and driving results.
Preferences and Needs: They thrive in environments where they can take on leadership roles, tackle challenges head-on, and see tangible outcomes of their efforts. They prefer autonomy and opportunities for growth and advancement.
Maximizing Performance: Direct individuals excel in roles that require leadership, strategic
decision-making, and problem-solving. They perform best when given challenging tasks that allow them to take control and drive progress.
(I) Inspiring Personality
Characteristics: Inspiring individuals are outgoing, enthusiastic, and people-oriented. They enjoy connecting with others, generating ideas, and motivating their team members.
Preferences and Needs: They thrive in dynamic, social environments where they can collaborate with others, share ideas, and receive recognition for their contributions. They appreciate opportunities for networking and building relationships.
Maximizing Performance: Inspiring individuals excel in roles that involve teamwork, communication, and creativity. They perform best when given opportunities to engage with others, brainstorm ideas, and contribute to projects that have a positive impact on others.
(S) Supportive Personality
Characteristics: Supportive individuals are patient, reliable, and empathetic. They value stability, harmony, and building strong relationships with their colleagues.
Preferences and Needs: They thrive in environments that offer security, consistency, and a sense of belonging. They appreciate clear expectations, regular feedback, and opportunities to collaborate with supportive team members.
Maximizing Performance: Supportive individuals excel in roles that require patience, teamwork, and attention to detail. They perform best when given tasks that allow them to support their colleagues, maintain a sense of stability, and contribute to a positive work culture.
(C) Cautious Personality
Characteristics: Cautious individuals are analytical, detail-oriented, and systematic. They value accuracy, precision, and thoroughness in their work.
Preferences and Needs: They thrive in structured, organized environments where they can focus on tasks that require careful planning, problem-solving, and attention to detail. They appreciate clear guidelines, time to analyze information and opportunities for professional development.
Maximizing Performance: Cautious individuals excel in roles that involve research, data analysis, and quality control. They perform best when given tasks that allow them to utilize their analytical skills, follow established procedures, and ensure accuracy and efficiency.
It’s Time To Put Your Team First
It’s evident that the professional landscape will keep evolving in the years ahead – that’s just the reality we face. However, Deloitte’s research highlights that we have the power to adapt and thrive amidst these changes. If we want our business to succeed, the key is to invest in the people who drive these changes forward.
Only by prioritizing the individual human performance of our team members can we achieve sustained success for our business, even in the face of ongoing changes in the long run. Stay tuned as we dive into why investing in human performance is crucial for your business’s success in the coming days.
