They’re just not that into you: Why leaders need to truly care for their people
Unlocking an "all-in" culture
I remember when my good friend was breaking up with her long-term partner. When I asked why, she sighed, “I just want him to make the big gesture, to show he cares without me telling him to.”
Oh boy. We've all been there, haven't we? Wishing for our partners to surprise us with flowers on a Tuesday, clean the house before we return from a work trip, or do the dishes just because they want to impress us (not because we've asked or expected it).
You get the point. But how realistic is it to expect this?
And how many times have we people ops folks found ourselves wanting that "grand gesture" from our founders and CEOs, only to walk away feeling dejected?
From the stories I hear…it’s quite a lot.
It’s an interesting juxtaposition, being in the people & culture business. I’ve spoken so many times about the importance of employee engagement and well-being. And just as often, I’ve witnessed leaders take a counterproductive stance on that ideal.
I’ve watched as employee engagement scores get measured, only for initiatives to target what's broken on the surface...just to get people "above the line." It's a game of Maslow's hierarchy of needs, taking care of problems to get team members to having "just enough."
And for many business leaders, their team having “just enough” is okay. Maybe they’re eyeballing a quick exit strategy or maybe they just don’t see the value of a truly engaged and empowered workforce.
But here’s the thing. These leaders still expect engagement from their team. They want the relationship. It’s just that…they’re just not that into you.
It’s a no-brainer that engaged employees work harder and are more productive than disengaged employees. But many engagement efforts foster more of a...co-dependent relationship.
If companies only provide "just enough" to keep employees on the hook, they’ll stick around and get the work done (for a while). But those employees will hang on just long enough to see that this relationship is going nowhere.
And the moment your once devoted employee gets that wandering eye, they’re really just showing up for the paycheck. You may even see good engagement scores but they don't necessarily mean your team is passionate about their work. It could simply mean, "I love my job; it's easy, and the people are nice." And while that's better than active disengagement, it's not going to move the needle for your business.
Especially in the SaaS industry, where the ability to attract and retain top talent is top of the priority list, followed by the need for teams to keep up with rapid innovation cycles and technological advancements. Your company advancement isn’t going to happen if people are just showing up. You need team members who are "all-in", deeply invested in your company's story and vision, and empowered to make the right decisions for your company.
And they will only do this if they feel truly cared for by their leaders.
Because when your people feel genuinely valued and supported, the good shit happens. They'll go beyond, not because they have to, but because they want to. They'll bring their whole selves to work, fostering an environment of creativity, collaboration, and continuous improvement.
So how do we move away from a co-dependency culture and make our leaders care? How do we inspire them to make those "grand gestures" that show your team they're truly valued?
The case for an all-in culture:
Identify the pain points an all-in culture will solve (I’ve got a few)
Think; high turnover, lack of innovation, and poor customer satisfaction scores that come from disengaged employees just going through the motions.
Want more profit? An all-in culture gets everyone solving that problem, not just a few people at the top.
Paint the vision
Describe what an "all-in" culture looks like (psst…it’s a workplace where every person, regardless of their position, is committed and engaged in the organization’s goals and vision).
Highlight competitive advantage
Share stories of companies out-innovating and outperforming competitors by nurturing this sense of engagement and belonging.
Emphasize that an "all-in" culture will be irresistible to top talent in your industry, especially for innovative SaaS companies.
Back it up with data
Provide research showing profoundly engaged workforces have 21% higher profitability and 17% higher productivity than disengaged ones. Wha’? 🎤
PS - need resources? Gen AI (paid resources) can help with that in 5 minutes
Find your collab partners
Identify leaders already displaying care for employees through their actions and attitudes to be early advocates.
Areas of the business such as Product and Customer Success, will quickly see the impact of an all-in culture (particularly important for SaaS companies).
Partner with teams like marketing that understand the power of ambassadors.
Outline plan and involvement requested
Propose a roadmap with actual initiatives like professional development, and recognition programs.
Specify the commitment needed from leaders. It takes a village.
These steps are just the beginning. An all-in culture is a way of doing business and leading. But if you want engaged employees are more productive and committed to their work, it will lead to better business outcomes.
Let’s connect and chat further
I am here to support you every step of the way. Please reach out to schedule an intro call. Together, we can build a workplace where everyone is truly all-in.
And here’s to you all-in vibes.
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💖🎧🎵 I help companies scale their people operations and culture without stepping on their vibe.
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