I think we can all agree that we’re living in unprecedented times. And it’s at times like these — times where we’re faced with challenges never experienced before— that we realize our need for safety, accountability, and human connection. To talk more about these human needs and get some insight about how to navigate these tough times, specifically in the workplace, I invited Emily Elrod onto the podcast.
Emily is a corporate consultant for Workzbe, and she teaches business leaders how to create safe spaces for real discussions, how to hold each other accountable, and how to foster that human connection that we need, all with life-changing results. Let’s get straight into it!
Connection at the Forefront
Emily began by explaining that “whenever you focus on people, results and profits are bound to come.” Human connection is not just an emotion, it’s physical as well. Trust, according to Emily, is the foundation of human connection, so we must foster trust between employees in the workplace. But how?
Since Emily is a physiologist, she understands what goes on in the human body when it comes to human connection. She explained that trust and human connection form when oxytocin is released. We’ve got to do the simple things — handwritten notes, touch, basic bonding — all of which cause our bodies to release oxytocin into the blood, resulting in that connection that we so desperately need. Of course, at times like this, it’s harder than ever to foster trust and human connection, and that’s why we have to be very intentional about making it a priority.
The Common Denominator
“I create a space for conversation — a neutral ground for people to come together,” Emily explained when I asked her what she does when consulting with business leaders. “We look at what are called W.I.S.E principles. We look at wellness, emotional intelligence, and then process improvement, safety, and empowerment.” She went on to explain that a large part of her success involves simply bringing people in and getting to know their ideas and then sorting them out through a lens or a filter of values.
And, as most of us have probably encountered in the business world, Emily explained that most conflict comes from a lack of communication. She said, “We all have different expectations, but if we can come together and create a safe environment where we can set expectations and be held accountable, we can build trust. Then, we can implement processes that will make people’s lives better.”
Even though her approach or steps may be similar, what Emily does for one company is never precisely the same for another. And that’s because “humans aren’t predictable.” So, what’s the common denominator? People want to be less stressed, more connected, and more supported.
The Catastrophic Effects of Stress
When companies want to see their employees productive and healthy, they typically look to shape a wellness program around their “biggest health issues.” Still, one common problem is that they neglect a targeted strategy when it comes to stress. Emily likes to help companies determine what frustrations employees are experiencing — to name them, which is always half the battle and then eliminate them with a targeted plan. Wellness, after all, isn’t just “eating your fruits and veggies” — it’s whole-person health, and that’s impossible to attain without getting intentional about what causes stress in our employees.
Creating Ideal Environments
The challenge I’ve always come back to with stress is that there’s only so much an employer can do. They want their employees to be happy, healthy, productive so that they’ll be more profitable, more connected, and higher functioning, but there’s so much that they can’t control — things like family conflicts, sickness, and parenting issues. Everybody’s got their own set of problems that they bring to work. So, I asked Emily how employers can provide the right resources to help people manage stress in healthy ways.
Emily replied, “You can give all the tools and resources, but if people aren’t going to do anything with them, you’re wasting your money. Instead, I’m big on crafting environments that allow for the best success.” You want your people to be able to be H.O.T. — Humble, Open, and Transparent — especially in times of turmoil. So, ask yourself: is it possible for you and your employees to be H.O.T. when you have meetings or conversations? Can people ask probing questions and challenge company norms? If so, you’re on the right track to facilitating peace and productivity in the workplace.
Where To Start
As our interview came to a close, I asked Emily to talk about some practical ways to get started. She emphasized getting to know people because, when you know the needs of your employees can direct your resources to meet those needs. And, in this process, make sure you don’t seek out like-minded people. Instead, look for diverse team members to answer your questions about wellness and safety, and allow the challenge of a different mindset or perspective.
Emily added that “There are four types of people: people who see problems, people who talk about problems, people who think about problems, and people who do things about problems. You’ve got to make sure that you have a team containing all four types of people.”
To Learn More
Emily reminded us that human beings feel compelled to work. “It’s called purpose,” and she added that her consulting firm “helps companies find ways and craft environments so that their people can show up, collaborate, contribute, and get things done.” If you’d like to learn more about Emily, check out her website here. Or, if you’d like to listen to our full conversation, check out the “Transform Your Workplace” podcast here. As always, thanks for checking in, and we hope to help you transform your workplace with our future podcasts and articles.