When we refer to People Success at Glint, we’re talking about enabling people to bring their best selves to work—in order to do their best work. That kind of atmosphere looks different from one organization to another. But our experience tells us there’s both a universal definition of People Success as well as six core elements that organizations can use to build their own thriving People Success culture.

What is People Success? 

People Success—is it a journey? A destination? A feeling? We’d say yes to all three. People Success happens when people bring their best selves to work to do their best work. 

So how do organizations get to People Success, then? It starts with leaders putting people at the center of everything they do. When that happens, we can understand the needs of individuals and help empower employees to take joint ownership of their happiness, development, and prosperity. 

A People Success culture also depends on managers, who have the potential to create the best experiences for their teams when they are equipped with insights about what’s important to employees to learn, grow, and feel supported. Even more broadly, when all levels of an organization build simple, repeatable habits, employees get closer to feeling happiness and success at work. The habits we’ve seen be most successful include: 

  • Seeking and receiving feedback 
  • Having conversations 
  • Checking in regularly on progress 
  • Learning and growing 

The People Success Elements

The People Success Elements are the true north to focus organizational efforts on what the science of motivation tells us about helping people be their best selves. When organizations concentrate on these elements, they can harness what matters most to people to build effective cultures, develop people-centric leaders, and create engaged employees. From the employee’s point of view, the People Success Elements are:   

  • Well-Being: You feel physically and psychologically safe at work. You feel uniquely valued, and are treated with dignity, fairness, and equity.   
  • Connection: You feel a sense of belonging as a trusted, integral member of a diverse community of people you like and respect. You have high-quality relationships with your colleagues.
  • Clarity: You know what success looks like and what to prioritize. You know when you are on track, and you get feedback that helps you change course as needed. 
  • Empowerment: You have access to the information, people, tools, and resources you need to work effectively. You are trusted with freedom and flexibility to own your work, and make decisions about how to best direct your talent and effort.  
  • Growth: You are maximizing your strengths, learning new skills, diversifying your experience, and making progress.
  • Purpose: You see how you are part of something bigger than yourself — how the work you do serves others and has a meaningful impact. 

How People Success shows up in organizational work 

People Success integrates traditional HR programs—employee engagement, feedback, and learning and development—into natural touch points for individuals, teams, and organizations.  

  • Employee engagement is the degree to which employees invest their cognitive, emotional, and behavioral energies toward positive organizational outcomes. Ideally, employee engagement programs help organizations collect and use frequent employee feedback to make consistent improvements to the employee experience. 
  • Feedback programs. Feedback at work is the helpful and useful information that allows people to learn, develop, and make improvements on the job. Feedback shows us the disconnect between who we are today and what we want to accomplish. When done well, it guides individuals and organizations on a path to success.
  • Learning and development. Growth programs should equip employees with new skills and help them grow in their role, prepare for the next role, and adapt to changing organizational needs.

Whereas traditional programs can feel heavy and burdensome for employees, a modern People Success approach relies on simple, repeatable behaviors, integrated into the flow of work. For example, when managers and employees alike are accustomed to giving and receiving feedback regularly—and acting on it quickly—teams and organizations can make faster, higher-quality decisions and deliver better results. A regular and productive feedback loop also builds trust between colleagues by aligning expectations and avoiding surprises.  

When reinforced by a connected technology experience for employees, it’s possible to elicit the right behaviors and patterns to spark positive change for individuals and organizations.  

How People Success benefits organizations

When organizations orient themselves around People Success, the result is an engaged workforce ready to meet the dynamic challenges of today’s world. Organizations that adopt a People Success approach create a more unified, meaningful experience for employees. In turn, employees feel supported and able to contribute to business success.

And in even simpler terms, it’s the smart business play. High employee engagement correlates with higher average revenue growth, net profit margin, customer satisfaction, and earnings per share. 

Learn more about Glint’s People Success Platform.