7 leadership tips to make work work for humans

Keep things human

Scaled systems love precision and abhor human qualities such as messiness and imperfection. Standardize everything you can but use humans for everything else. That way, when issues arise, they are dealt with humanely.

Foster a sense of ownership

Invest in the workforce through broad-based ownership and engagement programs. Schemes that align the interests of all employees can lead to more financial inclusion, greater worker satisfaction, and better financial returns for all stakeholders.

Stop treating people as centers of cost

Think about people as centers of growth, rather than cost. To do this, follow Zeynep Ton’s four principles for creating good jobs: focus and simplify, standardize and empower, cross-train, and operate with slack, so people aren’t over-stressed and have time for learning.

Combat bias through structural mechanisms

We tend to flock to people we already know and empower people who are like us. Conscious or otherwise, bias creates tensions and stress. To break this phenomenon, put processes in place that systematically prevent bias; for example, by using algorithms for recruitment and promotion decisions rather than personal choice.

The four-day week: Less is more

The pioneer of the four-day-week Andrew Barnes found that offering employees the choice to deliver the same output in four days rather than five increased employee engagement scores by 40%, while stress levels and sick days plummeted, and more people said they could do their job better. Healthier, happier, more engaged employees are more productive.

Create fair spaces

When people are treated unfairly or experience discrimination, it fuels stress. To tackle this, create fair spaces where people don’t feel they have to mask their identity to fit in. Practical steps include flexible working options, parental leave, gender neutral bathrooms, and quiet spaces where people can be themselves.

Active allyship

Encourage active allyship to create an environment where everybody’s mental health is protected. This begins with empathetic engagement. Spend time individually with team members and listen to their concerns without needing to respond, trying to understand how they might experience the same environment in a way that causes them stress but doesn’t cause you stress.

Further reading

How to make work work for you 

Be your own best friend: Tools to manage anxiety and the pressure to be perfect  

7 ways to Practice Active Allyship 

Leading the conversation: Enabling mental health discussions 

Connecting culture to burnout: The role of compulsive workaholism