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April 8, 2023 8 mins

Gallup is the go to for research, especially when it comes to all things workplace. However, I think they got their latest message wrong. At least partly. I do agree that culture is one of the biggest leadership issue of our time. I don't believe that the workplace as we know it is dead. I think it's a great time to focus on creating a culture where employees feel valued and feel like they belong. When we do that, we'll create thriving workplaces where both employees and business succeed.  


The importance of building a human centered culture.
1:22

When an employee feels they belong.
2:43

Culture is hard to create, but it does take an intentional effort.
3:44

How to help employees feel purpose in their work?
4:50

Building a strong people-centered workplace culture using value culture. 6:28

Thanks for listening. Grab the book the podcast is based on at https://mybook.to/culturesecrets . Check out my website www.chelliephillips.com for more great content. Follow me on LinkedIn.

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Transcript

Episode Transcript

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Chellie Phillips (00:06):
If workplace culture is your jam, you're in
the right place. Check out thisepisode of culture secrets, the
podcast dedicated to creatingworkplaces where both employees
and the companies thrive.
Welcome to the culture secretpodcast. I'm your host Chellie
Phillips, and this week, I'mhere to tell you I think Gallup
missed the mark Gallup brieflysaid culture in the workplace is

(00:29):
the biggest leadership issue ofour time, that much I agree
with. In fact, they have a newbook coming out in May called
culture shock offering asolution to the problem. gallops
information suggests that theworkforce views themselves more
as an independent contractor,and that it may become nearly
impossible to create a cultureof committed team members and
powerful relationships at work.

(00:52):
That's where I have torespectfully disagree with an
institution whose workplaceresearch is some of which I view
as gospel. You probably know bynow I have my own book culture
secrets secrets any leader canuse to build a value culture.
While I was researching andwriting this book, I heard from
numerous leaders and employeesthat they're excited about being
back in the workplace. Whilemany enjoyed their time at home,

(01:13):
and some would love to maintainthat hybrid type of schedule.
Now, almost everyone told methey missed the workplace. More
specifically, they missed thepeople and relationships. That's
when my book focuses on theimportance of building a human
centered culture. When you do,you're setting up both the
business and the employee forsuccess. There's no denying that
the pandemic has caused us totake a closer look on how we

(01:35):
work. It's also shown us theimportance of relationships.
Research has shown that contactwith our peers is not only
physically beneficial to us, butalso a must for mental health,
loneliness and isolation wreakhavoc on humans. Building a
strong workplace culture allowsemployees to have a sense of
camaraderie and belonging, thedesire to connect is without a

(01:56):
doubt one of the strongest humandrivers that we have a key
component of my value cultureformulized And creating an
atmosphere where employees feelvalued for the unique strengths,
talents and personalities. Thissense of value deepens the level
of trust your employees feel andthe security they feel in their
work community. This feeling ofbelonging and being part of a

(02:17):
community is one of the mostbasics of human needs. Once you
can establish this, youremployees feel included,
accepted and valued. Thisenriches their work experience
and you develop a loyal, engagedhigh performing team because of
it. Still need more convincingabout building your culture and
increasing the sense ofbelonging your employees feel is

(02:37):
a great business move. Considerthis, the feeling of belonging
increases and improvesperformance. When an employee
feels they belong. They're moreproductive, engaged and
motivated. They have a sensethey're contributing to
something larger thanthemselves. work becomes more
than a place, it becomes a placewhere they can make a meaningful
and valued contribution. Itreduces stress and burnout.

(03:00):
People feel less overwhelmed,they have more positive
relationships, and theseconnections help reduce their
overall feelings of stress inlife. feelings of belonging
reduce your level of turnover.
It's much harder to walk awayfrom a place where you feel you
belong. When an employee feelsthey're accepted for themselves
and valued for theircontribution. They are less
likely to be influenced ortempted by outside offers.

(03:22):
Belonging increases loyalty,which reduces turnover. You'll
also see a boost in morale. Whenpeople view themselves as a
team, they become more driven tohelp make sure you're all
members of the team succeed notjust themselves. teamwork and
collaboration will soar when youcreate a sense of belonging in
the workplace. I do agree withGallup on the face that culture

(03:45):
is one of the biggest challengesand opportunities that leaders
are facing today. I don'tbelieve culture is hard to
create. It does, however, takean intentional effort. Those
efforts don't have to takemassive budgets or huge
investments of time, smallefforts can go a long way to
move that needle. For example,find ways to encourage

(04:05):
collaboration. The more timeyour teams spend together, the
more opportunities they have tobond and build relationships. Be
open with your communications.
Make sure it's a two way street.
employees want to feel theirideas and questions are heard as
well as those of leadership.
Listening is an essential skillfor leaders today. Don't be

(04:26):
afraid to share your story withyour team. Mentorship is so
important. Your journey can helpsomeone else see the same path
to success that you've had. Italso makes you more real to your
team. Don't forget to share yourfailures along with your
successes. Some of the biggestgrowth lessons we have as
professionals comes from thefails and some of the quickest

(04:46):
ways that we can make progressis learning from the failures of
others. The other way to growthis sense of belonging is to
help people feel purpose intheir work. Some people show up
and just tolerate their day today work experience. They know
they have to work They need apaycheck as kind of a depressing
way to go through the week,don't you think? helping them
find a purpose in their workturn showing up into a positive

(05:09):
purpose is the feeling you'renot wasting your time, and that
your work is adding value tosomething that matters. With the
right culture and leader. Anyjob can be filled with purpose.
Look at how you can tweak rolesor job duties to better align
with an employee's skill orinterest. Look for ways to
connect people to the outcome oftheir job. Think about it,
someone in accounts payable maynever have seen the smiling

(05:32):
customer using the product. Sowhat if you shared an email with
a thank you or success storyfrom a customer with everyone
involved in the process. That'sa small way to begin connecting.
You can also connect anemployee's personal goals or
values with those of theorganization's This might
include community,environmental, or education or
any other goal is easy to losesight of the big picture when

(05:55):
you get bogged down in the dayto day task help them see the
bigger picture. So yes, theworkplace has changed over the
last couple of years. But Ibelieve it has given us a chance
to focus even more on the valueof relationships at work is
given us a chance to see whatreally matters to our employees.
And that's not always money.
Instead, they craverelationships, inclusion,
respect and trust. Youremployees want to be seen for

(06:18):
their unique contributions. Theywant to feel connected to their
co workers they want to feelsupported in their daily work
and in their professionaldevelopment. When we do these
things, it results in a feelingthat they're a vital piece in
the success formula of yourcompany. When you focus on
building a strong peoplecentered workplace culture using
the value culture formula,you're setting your employees up

(06:40):
to experience that feeling ofbelonging, and as a result, your
business will see improvementsas well. Thanks for listening to
this episode of culture secretpodcast. If you're interested in
learning more about the secretsyou can use to build a strong
people centered culture in theworkplace. Join the waitlist for
my book culture secrets at WWWdot Chellie phillips.com

(07:01):
backslash waitlist you'll benotified when it's available at
your favorite bookseller isscheduled to arrive on April
29 2023. If it's after that datewhen you're listening to this,
check me out on Amazon and grabyour copy today. If you have
comments or questions, pleasefeel free to reach out to me on
LinkedIn, Facebook or Twitter.

(07:21):
If you like what you heard, I'dask that you subscribe, drop me
a rating and share the link witha friend. I'm also currently
booking for corporate trainingand workshop presentations. I'd
love the chance to work with youor your company. If you're
interested, please visit mywebsite at WWW dot Chellie
phillips.com That's C H E L L IE P H I L L ips.com. And

(07:45):
remember, building a valueculture is your competitive
advantage and the backbone ofany successful organization.
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