Even in our technologically advanced world, relationships matter. Delivering results but trampling over everyone in the process is not a recipe for long-term success as a team or a business.

A team or company culture that can prioritize genuine care for colleagues and customers can not only enhance overall performance but also create a more enriching and sustainable work environment. Here’s a guide for team leaders on how to transition their teams into being more people-centered.

Start in the Mirror

As a leader, how people-centered are you? How well do you know your own team? Be honest.

What’s the name of each of your team-member’s significant other? How old are their kids? What do they do for fun? What’s an interesting tidbit you know about them?

People at work, even remotely, spend most of their waking hours with their colleagues. If their boss shows limited interest in who they are—likely through benign neglect—it will be hard for them to become interested in developing their people-centered skills.

Model Desired Behaviors

In addition to knowing your team better, a team leader must exhibit other people-centered behaviors themselves. This includes active listening, showing empathy, and regularly engaging in acts of kindness. This sets the tone and expectations for the entire team. Leaders should also be open about their personal growth journey, sharing stories of when they’ve learned the importance of being people-centered.

Foster Open Communication

Encourage open dialogues where employees feel safe to express their feelings, share personal stories, or voice concerns. Regular team check-ins, where everyone has a chance to share, can foster a sense of community and understanding. Leaders should also be approachable, ensuring that their team members feel comfortable confiding in them about both professional and personal matters.

Prioritize Team Building

When companies start belt-tightening, one of the first things to get cut is offsites and team-building exercises. Or, for some professions—like accounting and engineering—these types of things are not seen as valuable. This is penny-wise and pound-foolish.

If you want to develop your team’s people-centered skills, regular team-building exercises that aren’t just centered around work objectives are a must. Activities that encourage vulnerability, trust-building, and understanding of individual backgrounds can bring a team closer together. This could be as simple as a ‘get-to-know-you’ session or as complex as a weekend retreat.

Reiterate the Importance of Empathy

At its core, being people-centered is about empathy. Regularly remind your team about the importance of trying to understand and feel what someone else is experiencing. This doesn’t mean solving all of their problems, but rather being there for them, listening, and showing genuine care.

Recognize and Reward People-Centered Behaviors

When you see members of your team displaying genuine care for their colleagues or customers, recognize their efforts. This could be through a simple acknowledgment in a team meeting or a more tangible reward. Highlighting these behaviors reinforces their importance and encourages others to act similarly.

Encourage Feedback

Constructive feedback is a cornerstone of growth. By creating an environment where colleagues can give and receive feedback about their interactions with one another, you help foster self-awareness and personal development.

Don’t Tolerate Jerks

This one is sort of self-explanatory. If you are excusing someone’s bad behavior because they are a high-performer, well-connected, or for some other reason, then any talks about empathy and being people-centered are seen as hypocritical nonsense.

As you can see, transitioning to a more people-centered approach isn’t a one-off activity but a continuous journey of reflection, growth, and change. As team leaders champion this transition, they not only create a more harmonious and productive work environment but also lay the foundation for a legacy of genuine care and connection.