People first: what it is, benefits and how to apply

In recent times, the role of the employee as a person who not only provides his services, but also shares knowledge and skills for the company has been gaining space. This is in line with the concept of people first, which is increasingly disseminated in the job market.

In addition to the professional aspect, many companies value the person who, much more than being behind the social role of an employee, is part of it and accompanies him at all times.

a Linkedin study revealed that in 2020, one of the four biggest trends to be followed by companies is the employee’s experience. It is nothing more than giving importance to people and what they experience in their professional routine. The idea of ​​people first arrives to give even more strength to this movement.

To learn more about what is people first, what are its benefits and how to apply it on a daily basis, keep reading this article.

After all, what is people first?

In the literal translation, people first means “people first”. That is, people must come first, even before worrying about methods, processes and even profit.

The set of practices that culminate in the concept of people firs applies to all people in the company: employees, job candidates, suppliers, effective customers and prospects, for example.

Valuing human capital, companies take care of the candidate’s experience, customer satisfaction, partnership with suppliers, the interest of potential partners and the engagement of employees.

What are the benefits?

Practices that aim to put people first bring several benefits to the company.

When it decides to join people first, the company reaps very positive results that, in addition to adding value to the trajectory, are beneficial for the progress of the business. Check out:

Greater engagement

Thinking about people rather than profit, it is natural that the beneficiaries also think about the well-being of the business, and more than that: that they care about the smooth running of it.

Whether you are a customer or a collaborator, the result is beneficial. For example, a sale can be made or the commitment to routine tasks can be enhanced. That is, the engagement of people with the company is optimized, since they feel welcomed.

Turnover reduction

If there is greater engagement and certainty that the company’s culture is in line with its own beliefs, it is very likely that the employee will not see advantages in looking for opportunities in other companies.

Thus, the chances of people wanting to grow and develop within your company are great. However, for this, it is essential that the people first strategy is integrated with a solid career plan.

This way, it is certain that the turnover rate will be reduced and HR will not have to spend time, money and energy with new dismissal and selective processes.

Consistent employer branding work

From the moment when the actions of people first become part of the company’s routine, employer branding is worked on constantly and consistently. As a consequence, the employee feels welcomed in his workplace and is increasingly connected to the company.

In addition, it is likely that the company will become a reference for candidates, attracting more and more qualified and cultural fit.

Strengthening the company’s image

Executing employer branding work well and consolidating it internally, this will be reflected in the market: employees are likely to become ambassadors for the employing brand, attracting candidates.

Clients will notice the organization’s actions, which may lead to the expansion of the agreement that already exists or even new business opportunities.

How to apply people first in the company?

There are some actions that take the concept of people first off paper and bring it to reality. This serves different audiences that the company deals with on a daily basis, these people close to the organization’s purposes.

For each audience, different actions must be considered, since each one has its needs.

We have separated four main focuses for you to start thinking about developing actions aimed at people first.

With employees

Perhaps this is the group in which the actions that lead to people first are the best known. In this regard, the company can act on several fronts: health, well-being, shopping, moments of fun with friends and family and even professional development.

The best-known and most effective actions are those related to good employee benefit plan choices:

• Flexibility between food stamps and food stamps;
• Choose between transportation vouchers or parking assistance;
• Offer of discount programs in cinema, theaters and other cultural events;
• Agreement with language schools, institutions offering free courses and colleges.

In addition, the company can also offer, within the scope of its work, lectures and workshops that have to do with its culture and segment. This gives the professional the opportunity to improve during the workday, without excuses that there is no time away.

Other alternatives for actions that put people first are:

• Having space for a coffee – which also ends up serving as a break from the daily rush and as a little push for interaction between colleagues;
• Celebrate the birthdays of the month;
• Offer labor gymnastics;
• Organize special breakfasts.

Do not hesitate to explain the importance of employees: this will make them even more motivated.

With candidates

It is also extremely important to invest in the candidate’s experience, since he interacts with the company and, therefore, with its culture and values.

Promote actions that value the professional and the fact that he has chosen to participate in his selection process, even if he is not hired.

Actions are simpler than you think – and should be the custom of all organizations. Think of initiatives like:

• Create transparent ads that bring all the necessary information for the candidate if the vacancy and the company has fit: activities to be developed, necessary prerequisites, benefits offered and details of the organizational culture;
• Give visibility to all stages of the process;
• Predict how long the selection process will take;
• Give feedback at each stage, whether negative or positive;
• Maintain constant communication with the candidate, avoiding feelings like anxiety;
• Inform when the vacancy is filled.

Note that it is not necessary to invent the wheel to develop actions that put people first. It is simple attitudes that can be easily implemented that will make all the difference.

With customers

Today, after they have closed a deal with a company, customers like to be remembered and treated well. This means that maintaining the relationship is essential if the organization wants to follow and apply the concept of people first.

With technology, being close to customers is even easier for those who deal with them directly. Teams can think of everyday actions, such as:

• Periodically, call the customer and check if everything is OK with the product or service purchased;
• Hold meetings via videoconference to collect feedbacks;
• Send newsletters that relate to customers’ business;
• Jot down special dates in the calendar, such as the birthday, and call to congratulate.

Small interventions like these make the client not want to look for similar services in the competition, since they create value for the partnership.

With potential customers

Today, what makes a potential customer decide for a brand or another is not so limited to the technology offered – since it tends to be very close among competitors – but the experience that this prospect has while going through the sales funnel journey .

Consider that the prospective business partner has to choose between two companies offering similar products or services, yours and the competitor’s. In the competitor, he did not have much support from the commercial team and did not feel welcomed. In yours, he feels he has relevance through the attention he receives. Which one do you think he will choose?

Bearing in mind the importance of winning over the customer from prospecting, take the opportunity to serve them with attention, understand their needs individually and offer practically personalized solutions.

In several scenarios, it is possible to understand the importance of valuing people and notice that small actions, very executable and easy to incorporate into daily life, can make a difference.

Now that you are able to recognize the need and importance of people first, learn all about absenteeism at work, its possible causes and its impacts on your organization.