From engineering to founding Hacking HR, Enrique Rubio brings a fresh perspective to human resources. Enrique shares his admiration for a book on the engineering behind the first moon landing, emphasizing goal-setting and belief in possibilities. He also opens up about managing his impatience and its impact on his work, people-first workplace cultures, the importance of leadership reflection, and understanding human experiences beyond employee engagement.
Why People-Centered Organizations Are the Future of Business Success
The old-school, transactional view of work, where employees clock in, do their tasks, and clock out, is fading. In its place, companies are embracing a people-first culture, recognizing that the success of their people is intrinsically tied to the success of their business. As Enrique puts it, “People’s success and business success are two sides of the same coin.”
The shift towards people-centered organizations isn’t just a trend; it’s becoming a competitive advantage. When companies prioritize the well-being, growth, and success of their employees, they see a direct impact on business outcomes. But what does it really mean to be a people-centered organization? And why is it so important now, more than ever? Let’s explore the key elements that make this approach essential for modern leadership.
The Connection Between People and Business Success
For years, many businesses operated under the assumption that employees were simply cogs in the machine—workers who exchanged their labor for a paycheck. Their well-being beyond the office wasn’t a priority, nor was it considered relevant to their performance. However, Enrique argues that this way of thinking no longer holds water. “What people want from work is more than just a transactional relationship. They want more than to be seen as just employees—they want to be seen as human beings.”
The idea that a thriving workforce leads to a thriving business has become more evident in recent years. Companies that prioritize their people not only retain talent but also attract top performers. A key turning point in this understanding came during the COVID-19 pandemic. Companies that treated their employees well during the crisis—offering flexibility, mental health support, and understanding of personal circumstances—found that their teams responded with greater loyalty, creativity, and productivity.
When businesses create an environment where people feel valued and supported, employees invest more of themselves into their work. They contribute their passion, ideas, and energy, going above and beyond the basic requirements of their job. In return, businesses see tangible results in productivity, innovation, and profitability.
Flexibility and Autonomy Drive Engagement
One of the biggest lessons learned from the pandemic was the power of flexibility and autonomy in the workplace. Many companies that adapted to remote work saw their employees not only meet expectations but exceed them. This flexibility allowed employees to manage their work-life balance better, leading to higher engagement and job satisfaction.
“Why are we still debating whether people should work remotely or from the office?” Enrique asks. “It’s not about the location; it’s about giving people the autonomy to decide what works best for them and the organization.” He suggests that companies need to move past the rigid rules of the past and embrace a more dynamic way of working. The data backs this up: during the first year of the pandemic, despite the challenges, productivity actually increased for many organizations that gave employees more control over how and where they worked.
Leaders who continue to insist on outdated workplace structures, such as mandatory office attendance or strict work hours, are missing the point. The key to unlocking the potential of your workforce is to focus on results, not the number of hours employees are physically present at their desks. When employees are trusted to manage their time and deliver results, they feel more empowered and motivated to perform at their best.
Focusing on Results, Not Time
For decades, the traditional workplace culture has measured success by the number of hours worked, rather than the results achieved. This mindset has led to burnout, disengagement, and inefficiency. But leaders who are focused on creating a people-centered organization understand that it’s the outcome that matters most.
Enrique points out, “If someone can get their work done in three hours instead of eight, why should it matter? It’s not about the hours logged; it’s about the results delivered.” Shifting to a results-oriented culture means that employees have the freedom to work in a way that suits them best, without being micromanaged or judged by how long they spend at their desks.
This approach not only boosts productivity but also improves employee morale. When employees are trusted to manage their own schedules and deliver outcomes, they are more engaged and satisfied with their work. This, in turn, creates a more loyal and dedicated workforce that is aligned with the company’s goals.
Building a People-Centered Culture
Transitioning to a people-centered culture doesn’t happen overnight, and there’s no one-size-fits-all solution. Every organization is different, and leaders must start by understanding the unique needs of their employees. It begins with asking the right questions: What do employees need to succeed? How can we create an environment where they feel valued and supported?
Enrique advises leaders to start small and build from there. “You don’t need to overhaul everything all at once. Begin by testing small initiatives within teams and see what works. For example, if you have a high-performing manager who isn’t great at managing people, take steps to address that. Maybe they need training or a new role where they can thrive without directly managing others.”
Leaders should also focus on creating a holistic employee experience. This includes everything from the physical workspace to the emotional and psychological aspects of work. When employees feel that their organization cares about them as individuals—not just as workers—they are more likely to stay committed to the company and contribute to its success.
Employee Experience vs. Employee Engagement
It’s essential to understand the difference between employee experience and employee engagement, as these terms are often used interchangeably but represent different aspects of the workplace.
Employee engagement refers to how connected and committed employees feel to their work and the organization. It’s about how invested they are in the company’s mission and values and how motivated they are to perform well. Engagement is a critical factor in productivity and retention, but it’s only part of the puzzle.
Employee experience, on the other hand, encompasses the entire journey of an employee within the organization—from onboarding to daily interactions to eventual departure. It’s about how employees perceive every moment that matters in their work life. Creating a positive employee experience requires leaders to consider all aspects of the workplace, including the physical environment, company culture, leadership, and personal development opportunities.
But beyond engagement and experience, leaders should also be mindful of the human experience. This means considering employees not just as workers, but as individuals with personal lives, families, and challenges outside of work. “It’s not just about how people perform as employees,” Enrique explains. “It’s about how they succeed as human beings.” By acknowledging and supporting the full spectrum of an employee’s life, companies can create a more inclusive and compassionate workplace.
Listen to the episode: Gut + Science | Episode 257: Connecting the Dots on People-Centered Culture and Results with Enrique Rubio
Key Takeaways:
- Setting and believing in audacious goals
- Creating a people-focused culture for sustainable success
- Managing personal traits like impatience in professional settings
- The importance of authenticity and human experience in the workplace
- Strategies for attracting talent in competitive markets like big tech
Things to listen for:
[00:05:29] Care for mental health, autonomy, and success.
[00:12:05] Building a people-first culture for business success.
[00:14:12] Creating amazing workplace experience to attract talent.
[00:20:19] Unique 99 things for talent acquisition success.
[00:24:19] Human experience shapes workplace engagement and productivity.
[00:29:05] Embrace office work, support people-centered initiatives.
[00:34:03] Excessive impatience leads to mistakes at work.
[00:39:30] Humans are complex, understand, strategize, and articulate.
