Failure to keep up with the needs of today's workforce is costing businesses billions of dollars every year
The solution lies in the concept of caring: supporting and engaging a diverse workforce while bolstering their sense of purpose, belonging, and balance™
AVAILABLE AT FINE BOOKSELLERS:
GUEST CONTRIBUTORS
Hear from business leaders at some of the most innovative employers in the world sharing real-world examples of organizational caring in action
Foreword by Libby Sartain, Former CHRO Southwest Airlines and Yahoo!
“Building an employer brand that is authentic and truly reflects your culture begins with putting your people at the center of the story.”
CHRISTINE BUCK, GLOBAL HEAD OF MARKETING & BRAND, TALENT & CULTURE, MORNINGSTAR
“it’s really important to figure out our common language, our resources, and our approach to learn and unlearn, advocate, and support each other.”
DR. AKILAH CADET, FOUNDER AND CEO, CHANGE CADET
“Leaders can’t get to their vision without empowered people around them, and for that, caring is imperative.”
STEDMAN GRAHAM, CHAIRMAN & CEO OF S. GRAHAM & ASSOC. NYT BEST-SELLING AUTHOR
“I believe that a good culture is where everybody is looking out for each other and making sure that everyone gets A's.”
INDUCTEE, TELEVISION HALL OF FAME
“By supporting employees, they will feel more connected to work and feel more supported, so they’ll be less likely to leave.”
CHIEF EXECUTIVE OFFICER, SURVEYMONKEY
“The most important skill is the ability to identify the best talent and recruit them — make them want to work for you.”
SUSAN LYNE, MASS MEDIA LEGEND & MANAGING PARTNER, BBG VENTURES
“Employees are hungry for a sense they’re living the values they have professed to matter. And it’s the everyday habits that end up being the things that make the values come alive.”
GENERAL PARTNER, COATUE
“Employers can do good and do well at the same time. These are not mutually exclusive.”
KAY MOONEY, FORMER VICE PRESIDENT, WELLBEING, AETNA, A CVS HEALTH COMPANY
“Caring needs to be built into organizational systems—the norms, policies, rules, and traditions that inform day-to-day life.”
PRESIDENT, WELLNESS COUNCIL OF AMERICA
“You can’t fully activate or transform a company to pursue a new future until you create conditions for the teams inside that company to thrive.”
EXECUTIVE CHAIR, SYPARTNERS
“The relationship between employer and worker must be more than just a commitment to performing work in return for compensation. It involves trust.”
LIBBY SARTAIN, FORMER CHRO SOUTHWEST AIRLINES AND YAHOO!
“The world is waking up to the reality that work is personal.”
LORNA BORENSTEIN, GROKKER FOUNDER & CEO, AUTHOR OF IT'S PERSONAL: THE BUSINESS CASE FOR CARING
WHAT'S IN THE BOOK
Research-based insights, step-by-step guidance, and real-world use cases
BUILD THE CASE:
Demonstrate care for your employees that’s consistent with your culture and values
The mismatch between what employees need and what companies are providing goes beyond outdated business practices — people’s mindsets have changed along with workforce demographics. If they don’t feel cared for they’ll vote with their feet. Identify what they want and need (hint: it’s more than just a paycheck!) and use those insights to create a new employee value proposition that’s good for them and your business.
SELL THE PLAN:
Understand your goals, identify the influencers, and sell your vision for a better future
You’ve identified what needs to be done, but inspiring transformational change will require selling this vision of a better future. You’ll identify who your influencers and decision makers are, zero in on behaviors that can be nudged toward positive outcomes, and use the 10-Step Mini Deck Approach™ to present an outcome so compelling that they’ll ultimately want to help you create it.
CREATE THE CULTURE:
Inculcate wellbeing into your culture so employees can see, believe, and live your shared values
Words alone won’t prove that your company is a truly caring one. You need to show it, model it, and reinforce it – because in this case, actions really do speak louder than words. You’ll keep your new program on track by ensuring every employee is treated as a whole person, measuring only what matters, keeping yourself — and your team — honest, and celebrating the little wins along the way.
