Article
Creating a culture that promotes authenticity is essential for improving retention and performance in any organization.
But the first step to shaping an authentic culture in the workplace is understanding what it means in the context of leadership and how different types of activities, habits and behaviors can create a sense of authenticity in the workplace.
Authenticity refers to being true to oneself and being genuine in one's actions, thoughts and feelings. When employees feel that they can be themselves at work, they are more likely to be engaged, motivated and committed to your organization. When they don’t feel this way, they don’t bring their full self to work and typically struggle to realize more of their potential.
Leaders need to be intentional about creating a space where everyone has the opportunity be their full self and feel free from judgement. After all, who are we as leaders to judge them anyway?
Authentic people and work environments, characterized by transparency, trust and open communication, have been shown to improve engagement and productivity in a number of ways.
According to a study by Gallup, companies with high levels of employee engagement experience 81% less absenteeism and 14% higher productivity. And a study by Aon Hewitt found that companies with high levels of trust and transparency experience 28% less employee turnover. Additionally, the Center for Creative Leadership reported in a study that when employees feel they can be their authentic selves at work, they are more likely to be engaged and committed to their organization.
These findings demonstrate the clear link between authentic work environments, improved engagement and increased productivity. By fostering transparency, trust and open communication, organizations can create an inclusive culture where employees feel valued and are more likely to be engaged and committed to their work.
If you’re looking to improve retention and increase productivity, here are a few ways your leaders can help create a culture that promotes more authenticity.
Leaders must model the behavior they want to see in their employees. This means being transparent, honest and genuine in their own actions and interactions with others. Simply put, authenticity promotes authenticity, so when an authentic leader is comfortable being their true self, it helps employees do the same.
Employees should feel comfortable sharing their thoughts, ideas and feelings with their leaders and colleagues. Leaders can foster open communication by actively listening to employees, providing opportunities for feedback and creating a safe space for discussion.
A culture that promotes authenticity means valuing and celebrating the unique backgrounds, perspectives and experiences of each employee. Leaders should create an inclusive culture where everyone feels welcome, respected and accepted. An inclusive and equitable culture is key for diversity in business.
Leaders should acknowledge and reward employees who are true to themselves and bring their authentic selves to work. This can be done through formal recognition programs or informal gestures of appreciation.
Leaders should look for candidates who are genuine and authentic during the hiring process. Authentic employees are more likely to fit in with the company culture and be committed to the organization's mission and values.
Trust is the foundation of authenticity. Employees need to trust that their leaders and colleagues will be honest, transparent and supportive in order to feel comfortable being their authentic selves. Leaders can build trust by being reliable, following through on promises and being accountable for their own actions.
Leaders who can successfully apply a people-first approach to their leadership style and shape an environment where their employees feel safe and supported stand to benefit from increased productivity and retention in the workplace.
Connect with an expert on how workforce solutions can help build an authentic workplace and strengthen your culture and workforce.
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