Cultivating a Happy Organization through a Culture of Care with Matt Elliott
Andy Storch recently had a captivating conversation with Matt Elliott, the Chief People Officer of Bank of Ireland Group, on the Talent Development Hot Seat Podcast. Elliott shared invaluable insights into HR transformation, employee well-being, and fostering a culture of inclusivity and support within the organization.
Here are actionable steps to help you create a similar environment in your own company:
Prioritize Employee Well-Being
Matt highlighted the significance of transforming HR practices to focus more on people and their well-being, especially post-pandemic. Starting with employee well-being can set the tone for a nurturing work environment. Implement well-being programs that can help employees in various aspects of their lives, both professional and personal.
Develop Mental Health Initiatives
Noticing an increase in mental health cases unrelated to work, Bank of Ireland extended its support irrespective of the issue’s origin. Create initiatives focusing on mental health, including awareness and prevention programs. Train managers to recognize signs of mental distress and provide guidance on how to offer support.
Implement Well-Being Programs
Bank of Ireland introduced various well-being programs such as pledges to improve company well-being, training for managers on suicide prevention, a well-being app, and fitness initiatives. Consider incorporating similar programs that align with your organizational goals. Emphasize awareness and guidance rather than expecting expertise from managers.
Foster Neuroinclusion
A growing focus in the corporate world, neuroinclusion at Bank of Ireland includes training, practical tools, and policy adjustments to support neurodivergent employees. Develop training and awareness programs to educate employees and managers on neurodiversity. Implement small but practical policies like flexible working hours or sensory adjustments to create an inclusive environment.
Provide Flexibility and Choice
Matt emphasized the importance of flexibility and choice for employees, which includes a hybrid work model and flexible rewards. Enable your workforce to choose where and how they work while ensuring they have access to learning opportunities at their convenience. Allowing choices around holidays and other benefits can also greatly enhance employee satisfaction.
Engage Frontline Managers
The success of well-being and inclusivity initiatives often depends on frontline managers. Regularly hold sessions to inform and support managers, creating an end-to-end management practice that looks clear communication and continuous effort.
Emphasize Structured Leadership Development
Similar to other organizations, bank success comes from strong leadership. Engage your senior leadership in development programs and training sessions. Their involvement not only sets an example but also signals the importance of these initiatives. A structured leadership path, including live sessions and cohort-based learning, ensures consistent development.
Promote a Culture of Psychological Safety
Foster open communication and build a community where employees feel safe to express their thoughts without fear of repercussions. Regular check-ins, feedback sessions, and supportive management can greatly contribute to this aspect.
Encourage Continuous Learning
Bank of Ireland also aimed at becoming a learning organization. Foster a culture where continuous learning is encouraged and supported for all employees, regardless of their tenure. Offer diverse learning resources and ensure that employees have the time and encouragement to prioritize their professional growth.
Respect and Support Individual Needs
Understanding personal stories, such as those of employees caring for neurodivergent family members, creates a more compassionate workspace. Policies should respect and support individual needs and learning preferences to maintain an environment of inclusivity and care.
Creating a culture of care, well-being, and inclusivity requires dedication, intentional policies, and continuous effort. By following these steps and drawing inspiration from leaders like Matt Elliott, your organization can build a thriving and supportive environment.
Be sure to listen to the full episode on the Talent Development Hot Seat Podcast!
Matt Elliott is Chief People Officer for Bank of Ireland Group. He has led the culture transformation of the Bank, developing a company where all colleagues thrive.
A passionate advocate for inclusion and diversity, appeared as a leading ally in the Financial Times lists for gender, ethnicity and LGBT+ inclusion.
Prior to that he was Group People Director with Virgin Money as part of the executive team who successfully acquired and integrated Northern Rock, and listed the company on the London Stock Exchange.
Listen to the podcast episode here:
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