THE BRING YOUR HUMAN TO WORK-BOOK

A Menu of Options for Changing the Way We Do Business

Erica Keswin

The Spaghetti Project is a platform devoted to sharing the science of stories of human connections. Inspired by a 2015 study from Cornell University that found that firemen who

eat together are better at their jobs (they save more lives!), founder Erica Keswin has made it her business to serve up the power of relationships.

CONCEPTS FROM A FORTHCOMING BOOK ENTITLED BRING YOUR HUMAN TO WORK BY ERICA KESWIN TO BE PUBLISHED BY MCGRAW HILL GLOBAL EDUCATIONAL HOLDINGS, LLC.

©2017 THE SPAGHETTI PROJECT / SPAGHETTIPROJECT.COM

DESIGNING A HUMAN WORKPLACE IS A TALL ORDER.

( But you can do it. )

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THE PRESSURE IS ON.Employees and consumers are demanding that businesses change the world through lofty values, transparent supply chains, and a purposeful com-munity. People of all ages and across industries are looking to companies to satisfy something big and something deep. Something human.

It’s a tall order.

The Bring Your Human to Work-Book is here to help.

The big takeaway: honoring relationships is good for business.I have been traveling through the world of work for over two decades—first as a human resources consultant and now as a writer, researcher, and speaker. I have spoken with some of the most iconic brands in the world, and I have had the opportunity to see up-close what works and what doesn’t. I have listened to what people say they want, and I have seen what they need.

So before spending another minute or dollar on the next trendy fix or offsite solution, please consider the one big takeaway I have gathered from all my work: smart companies honor relationships.

This is what a human workplace boils down to, and it bears repeating: honor relationships. With customers, with employees, with ourselves, and with the world.

It’s good for business.

Calling all CEOs, managers, entrepreneurs, and job seekers.Whether you are charged with creating the culture of a brand new organization (lucky you), or changing an existing one, this work-book will give you a menu of options to choose from as you design your version of a human workplace. And if you are one of those much-talked about and sought-after fish swimming in the talent pool, you can use this workbook as a guide.

Ask yourself: what matters most as you search for your next human opportunity?

Finally, while you are invited to pick and choose from the following list, depending on what you need, I do recommend that if you can only manage to tackle one line-item in this workbook, stick to #1. It’s a biggie.

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BE REALSpeak in a Human Voice

The days of stiff corporate identity are (thankfully) over. In order to connect to customers, to each other, and to ourselves, the human workplace speaks in a real voice and invites everyone to be their ordinary, fabulous selves. So don’t be afraid to show your customers and employees who your company is and what you stand for.

Some entrepreneurs write thank you notes to their early adopters, expressing their appreciation in fancy cursive; others let their (charming, of course) imperfections shine through as leaders; and others pull back the curtain and show customers what goes on behind the scenes.

The important thing is to find an approach that is authentic. The good news is that we don’t have to look far. Our true selves are always nearby.

In a sense, this is all you have to know. Figure out who you are, then make it real in everything you do.

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The word “sustainable” used to conjure images of recycling and tree-hugging. Today, the concept of sustainability has grown to include the inhabitants of the earth. Because it’s not just the planet we’re trying to save, right? It’s people too. A human workplace has to include human sustainability.

I think of this strategy as playing the long game. A truly human, thriving workplace is determined to offer work-life balance/fusion/integration, and shows its environmental intelligence by making sensitive sourcing choices and throwing a light upon supply chains. Such a workplace also invites inclusion and values all forms of diversity, which go way beyond the old definitions. Truly heterogeneous teams (think education, age, race, gender, sexual orientation, personality, work experience, technical expertise, and levels of education) are more accurate and accountable than ones where people come from similar backgrounds.

Investing in the future is the right thing to do, and top talent is looking for companies that are willing to do what it takes to make the world a better place. They are demanding it!

Playing the long game is the only real game in town.

Sustainability is Not What it Used to Be

PLAY THE LONG GAME

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Our world demands that we consider the role of technology in everything we do. We need to create opportunities to put technology in its place—which could be in a basket in the center of the conference table during a meeting, or in our bag during lunch. It’s also important that we leverage technology to strengthen our relationships across global organizations and increasingly distributed teams.

In other words, we need to find the sweet spot between tech and connect. But how?

When we have something to communicate, our options are dizzying, but they are not created equal. Herein lies the trick. Think about what you are trying to convey. Are you five minutes late to drinks with a colleague? Go ahead and send a text. If you are an hour late to a meeting with your boss, you better put those earbuds in and make a call. If you need to have an all-hands with people around the world, set up a video chat, and make sure everyone turns the camera on and knows how to use it.

If you want to develop a new relationship, make a date for some face-to-face.

We know we’ve found the sweet spot when our technology helps us honor our relationships.Here’s a Hint—It’s Between Tech & Connect

FIND THE SWEET SPOT

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Press Pause Before Sending That Invite

Too many companies make the same mistake: when in doubt—they call a meeting. The number of meetings held, and the careless way they are often run leave people feeling fatigued, even abused. Such mindless meetings have no place in the human workplace.

Human companies make sure they are cultivating real connection when people meet face-to-face, but also when they are remote. Indeed, half of workplaces may well be remote by 2020. Wow!

Whether in person or remote, planned or spontaneous, in the office or at the Knicks game, there are three boxes to check to make your meetings more human: be purposeful, be present, and use protocols. In other words, know why you are there, put your phone away, and have a set plan.

Even more importantly, before sending that invite, press pause. Does your company really need another meeting?

Because valuing a person’s time is a very human way of showing them respect.

MIND YOUR MEETINGS

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Nearly every business in the U.S. has a wellness program. From the quit-smoking campaigns of the olden days, to the fit-bit challenges of today, it’s pretty standard fare to want to keep your employees healthy—as a matter of fact, according to the Center for Disease Control, illness costs companies $225.8 billion per year.

But that’s not all. Wellness at work is actually quite good for business. In one study published in Harvard Business Review, the authors showed that the ROI on “comprehen-sive, well-run employee wellness programs” was as high as 6:1. And a recent survey by Quantum Workplace and Lime-ade, two pioneering workplace consultancies, found “38 percent of respondents [were] more engaged and 18 percent more likely to go the extra mile when they felt their employ-ers cared about their well-being.” It behooves businesses to see people as whole human beings. And treat them as such.

And here’s the thing. Some incredible new research shows that one of the most corrosive ailments of any workplace is incivility. Being mean is bad for our health and our productivity. Conversely, being kind does wonders for both. So if you or your employees are resistant to the treadmill, there’s hope.

A little civility goes a long way.More Than a Corporate Box-Check

BE WELL ON THE JOB

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You’ve got Nothing to Lose (and Inspired Employees to Gain)

GIVE BACK

In Fortune’s List of the 100 Best Companies to Work for, companies with social impact pro-grams are increasingly highlighted. It’s not just big companies getting into the swing of bringing their human to work by giving back. The June 2016 edition of Inc. Magazine profiled the Best Places to Work with up to 500 employees. Even in small businesses, where the focus is on making pay-roll and staying afloat, 74% give time off for volunteering.

That’s a whole lot of goodwill moving through the universe.

And why not? A recent study by Bain & Company showed that ‘inspired’ employees are 225% more productive than simply ‘engaged’ ones and three times more productive than those who are disengaged. It’s a beautiful thing—the way offering ourselves to others sharpens our focus and gets our wheels turning.

It should come as no surprise that there is no limit to the creative ways companies and teams give back. Taking care of a community in a crisis is one option, setting up monthly connections with a favorite group of kids/animals/farmers is another. Some companies give their employees a give-back stipend, and the employees can spend it as they are so moved.

It just makes sense to plug into a little human reciprocity. Truly, it’s kind of magical.

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Protect Your Greatest Asset

DISCONNECT TO RECONNECT

Human beings need a holiday—a time to meander, enjoy one another’s company, sleep in, and do nothing. And being connected to our devices around the clock is a creativity-killer. Study after study shows that being unplugged leads to more original thinking. One researcher from the U.K. went so far as to suggest that being “bored” at work is probably a good thing!

Human companies are starting to take this seriously, and not a moment too soon—some actually require employee disconnection at night, on weekends, or during vacations, even putting systems in place to prevent inbox overwhelm upon their return. Others are closing up shop for stretches over holidays. As uncomfortable as it can feel sometimes for employees to unplug, it’s worth the risk!

In fact, “Project Time Off” found that employees who took vacations were actually 6.5% more likely to get a promotion. Unfortunately, in a Harvard Business Review study of 19,000 managers, only 25% modeled this kind of wise disconnection. But for those who did, their direct reports were happier, healthier, and more engaged at work.

For a human workplace, the benefits of disconnection are clear. And contagious.

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Start with the Watercooler

There is much ado about office space these days—open-office, or so-called traditional office? Standing desks or good, old-fashioned cubicles? How much time do your teams need for collaboration, and how much for concentrated work? Whatever the answers, make it more human by designing for interaction. After all, if people aren’t connecting, they aren’t collaborating. In which case you might as well just give everyone a laptop and a Starbucks card.

If you want to get the most out of the people in your company, pay attention to space. It matters.

If you have the good fortune of starting a building project from scratch, you can pull a Steve Jobs and strategically place bathrooms to encourage “serendipitous personal encounters.” Or if your office is already fully operational, consider tweaking it for interaction—a kitchen here, a water-cooler there. Because research shows that people who feel connected and have friends at work are more productive.

But remember, as with all human endeavors, if leaders and managers don’t model stepping away from their desks for a little chit-chat, no amount of brilliant design will do the trick.

In the human company, everyone gathers at the watercooler.

SPACE MATTERS08 /

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Empower Employees to Grow

TAKE PROFESSIONAL DEVELOPMENT PERSONALLY

One of the greatest gifts millennials have given us is the understanding that human beings need to grow on the job. We all do!

We need to take professional development personally and encourage all employees to do the same. That means that instead of focusing on one or two annual learning opportunities, development is built into the culture, the operations, and the on-going conversations.

Human companies realize that a one-size-fits-all approach to development does not work. It has to be personal. They offer a menu of options from online classes, to in-person workshops, to outside speakers. Some companies even create opportunities for employees to develop skills that aren’t related to their day jobs. Brave managers can see that inviting a team member’s side hustle into day-to-day operations can be a boon. The employee feels whole, the team gets an infusion of passion, and that employee is likely to stick around a little longer.

What could be better?

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We all like to be recognized for a job well done. It’s only human. And again, science is on our side. The psychological effects of giving and receiving expressions of gratitude are overwhelmingly positive. As one study from the University of Birmingham reported, “[T]he list of potential benefits is almost endless: fewer intellectual biases, more effective learning strategies, more helpfulness towards others, raised self-confidence, better work attitude, strengthened resiliency, less physical pain, improved health, and longevity.”

A recent article in the Harvard Business Review revealed how, “Too many companies bet on having a cut-throat, high-pressure, take-no-prisoners culture to drive their financial success.” When in truth, everything—including the bottom line—improves with gratitude.

So before you take another step toward building your business, take a moment, look around, and see who deserves your thanks. All it takes is a note, a day off, a small gift. Or just a quick, desk-side chat. A little bit of gratitude goes a long way.  

Saying thank you—it’s a very human thing to do.It’s a Most Human Thing to Do SAY THANK YOU10 /

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Drach-Zahavy, Anat, and Anit Somech. “Understanding Team Innovation: The Role of Team Processes and Structures.” Group Dynamics: Theory, Research, and Practice 5, no. 2 (January 2001): 111-23.

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BECAUSE GOOD THINGS HAPPEN WHEN PEOPLE CONNECT.SPAGHETTIPROJECT.COM