What does it mean to have a more human workplace and how can businesses cultivate it? What’s the connection between the human workplace and recognition and motivation?
These are a few of the questions we asked Dan Pink, author of several bestselling books about business, work, and behavior. His most recent book, To Sell is Human, draws on a rich trove of social science to reveal the new ABCs of moving others, which include new rules for understanding other people’s perspectives.
As part of our “Three Questions” series of Micro-interviews, we recently asked Dan to share his expertise on the importance of humanity in the workplace. Here’s what he told us.
1. More and more we are seeing leaders talk about wanting to bring humanity to the workplace. In your view, what does it mean to have a more human workplace?
It means establishing policies and building cultures that go with the grain of human nature rather than against it. For instance, most people — by their very nature — want to have some control over what they do, when they do it, and who they do it. Most people, again by their very nature, want to make progress and get better. Most people want to know why they’re doing something alongside wanting to know how to it. Yet in many organizations, culture and practice suffocate these innate human drivers. Things would work a lot better if they actually gave these desires room to breathe.
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