Build It Summary

“How do you build a workplace where employees want to engage, innovate, and stay? It starts with honesty, fairness, and designing work that has meaning.”

1. Employee Engagement Drives Success

Engaged employees are not just happy employees. They are invested in their roles, believe in their company’s purpose, and actively contribute to its success. Unlike merely satisfied workers, they are dedicated to making decisions that align with organizational goals. Companies that foster engagement see tangible outcomes such as higher productivity and reduced absences.

Marks & Spencer’s internal study revealed that stores with the highest employee engagement were twice as likely to earn top service ratings. This shows how engagement directly improves performance and results. Moreover, in today’s fast-changing world, adaptation is vital for survival. Companies like Blockbuster suffered due to their inability to engage employees who could have pushed for innovative ideas.

In the face of rapid technological advancements, businesses need employees who are eager to learn and adjust. Engaged teams are better suited to tackle challenges such as integrating new technology or responding to industry changes. Without engagement, businesses risk stagnation and irrelevance.

Examples

• Marks & Spencer demonstrated that engaged teams halved absences compared to others.
• Blockbuster failed to adapt in part because of unmotivated teams.
• Facebook achieved 50 million users in one year by fostering innovative, engaged workers.

2. Open Communication Builds Trust

Openness and honesty are at the core of effective communication in the workplace. However, many organizations struggle with mistrust that stems from secretive policies, rigid rules, and unclear leadership. Employees at many companies don’t feel like they are being told the truth, which drives disengagement.

Buffer, a company known for its transparency, publicly shares its employee salary structure, reasoning, and even revenue data. This approach has led to increased job applications and stronger connections within their team. By building trust through transparency, the company creates an attractive workplace culture.

Frequent and honest communication also fosters inclusivity. Practices like Wistia’s weekly “show and tell” allow employees at all levels to share updates, ideas, and successes. These systems can make employees feel valued and aligned with the company’s goals.

Examples

• Buffer saw a 50% growth in job applications after introducing transparency policies.
• Edelman Trust Barometer found that 48% of employees mistrusted their organizations.
• Wistia’s all-hands meetings improve awareness and nurture collaboration.

3. A Clear Purpose Inspires Employees

When employees understand their company’s purpose and mission, they are more motivated to work toward shared goals. A purpose-driven company aligns everyone’s roles with its larger vision, creating meaning in daily tasks that boosts engagement.

Reward Gateway’s mission is to make workplaces better because engaged employees are happier and more impactful. By clearly defining this purpose and aligning their actions to it, the company encourages their team to contribute to meaningful change. Similarly, telemarketers in a study by Adam Grant performed four times better when they connected their work to a meaningful mission.

Vocus Communications uses creative, relatable value statements like “don’t screw the customer” to communicate its purpose. Employees understand what their company stands for and internalize its goals, making it easier for them to align their efforts with the mission.

Examples

• Reward Gateway embeds its purpose into daily operations.
• Adam Grant’s research highlighted how a clear “why” fosters success.
• Vocus’s quirky but effective values make its mission relatable.

4. Actions Speak Louder Than Words in Leadership

Leadership isn’t just about telling employees what the company values—it’s about living those values. When leaders align their actions with the organization’s declared mission, employees are more likely to follow suit, leading to a healthier workplace culture.

Gap Inc.’s “Grow. Perform. Succeed.” system puts employees’ career development at the forefront. By focusing on personalized goals and broader professional growth, the company shows its employees they are genuinely valued rather than just being part of a checklist.

However, misaligned policies, like placing contradictory clauses in employee contracts, can kill trust. One of the authors recalls this issue when his company’s public values didn’t match its internal practices. Employees notice such discrepancies, which can lead to frustration and disengagement.

Examples

• Gap’s GPS review system focuses on individual goals.
• Halfords uses a “leadership index” to measure how well leaders model company values.
• Misaligned contracts quickly erode employee trust.

5. Meaningful Jobs Beat Outdated Assembly-Line Models

In many workplaces, jobs are still designed like repetitive factory-line tasks rather than roles that encourage creativity and ownership. Poor job design leaves employees feeling powerless and disinterested, which lowers engagement.

Valve Corporation adopted a flat hierarchy to give employees freedom to innovate. By removing layers of bureaucracy and creating autonomy, they transformed their employees’ daily roles into engaging, exciting opportunities. HubSpot also restructured their teams into small units of three, allowing individual contributions to shine and communication to flourish.

Modern workplaces need design approaches that establish autonomy while keeping employees challenged. Coupled with clear responsibilities and flexibility, well-designed roles satisfy the need for both structure and creativity.

Examples

• Valve Corporation thrives with a flat hierarchy and high employee freedom.
• HubSpot improves engagement with small, nimble teams.
• Adam Smith’s outdated job model still influences many disengaging workplaces today.

6. Employee Learning Encourages Growth

Curiosity sparks innovation, but many companies neglect lifelong learning. Development isn’t just about costly training programs—it’s about creating an environment where employees feel free to experiment and develop skills.

KFC in Australia launched ##myplan, a platform for young employees to set life goals and ambitions beyond work. This future-focused program, aimed at their predominantly teenage workforce, encourages a culture of self-improvement that goes beyond restaurant tasks.

By embracing learning opportunities that fit the company’s environment and mission, organizations can boost morale, increase performance, and strengthen employees’ sense of purpose.

Examples

• KFC’s ##myplan helps young workers think about long-term goals.
• Technology companies use innovative tools to teach new skills.
• Allowing controlled risk-taking fosters hands-on learning opportunities.

7. Recognition Should Feel Genuine

Many traditional employee recognition programs often fail to make people feel valued. Delayed, impersonal awards don’t have the same impact as immediate, heartfelt recognition, leaving employees disengaged.

Homeserve introduced a peer-driven recognition model that lets employees appreciate one another’s hard work through simple e-cards and awards. Its tiered structure ensures gratitude is expressed both horizontally and vertically, covering all levels of the organization.

Employees value honest feedback and real-time recognition over scheduled programs. The more authentic and frequent the acknowledgment, the more motivated and appreciated employees feel.

Examples

• Homeserve’s recognition model led employees to exchange 5,000 awards in one year.
• 72% of employees said they prefer timely thank-you messages over formal awards.
• Companies often misallocate money on rigid tenure rewards.

8. A Fair Pay System Matters More Than High Salaries

Money doesn’t guarantee happiness or engagement, but fairness is key. Employees who feel they are being compensated fairly compared to peers with similar skills tend to stay more motivated and satisfied.

Basecamp ensures their pay structure eliminates inequalities by offering transparent, consistent salaries for every role. They even incorporate bonuses into base salaries to reinforce employees’ sense of stability and worth.

Fair compensation and equal treatment reduce the kind of resentment that can damage morale. By prioritizing equality, employers not only minimize frustrations but also foster loyalty and mutual trust.

Examples

• Basecamp incorporates quarterly profits into base salaries instead of separate bonuses.
• Capuchin monkeys showed inequality triggers strong emotional responses.
• A study revealed income inequality creates more workplace stress than long hours.

9. Employee Well-being Goes Beyond Physical Health

Well-being doesn’t just mean avoiding physical burnout; it encompasses mental health, financial stability, and personal fulfillment. Companies lose productivity when employees are emotionally or financially distressed, even if they aren’t calling in sick.

Travis Perkins introduced a financial well-being program that guides employees through life’s major expenses. Meanwhile, Weebly offers sabbaticals to long-serving employees, giving them time to recharge and explore the world.

A truly productive workplace values its employees as people—not just workers—by addressing every aspect of their well-being.

Examples

• Travis Perkins’ financial programs teach employees better decision-making.
• Weebly’s sabbaticals let employees avoid burnout altogether.
• Modern workers lose focus for 57 days annually due to unmanaged stress.

Takeaways

1. Start with Transparency: Open communication is the foundation of employee trust. Share updates, solicit feedback, and ensure employees understand the reasoning behind decisions.
2. Redefine Job Design: Consider whether roles in your organization encourage autonomy and creativity. Adjust responsibilities or team structures to foster flexibility and engagement.
3. Invest in Well-Being: Beyond gym memberships, acknowledge employees’ financial and mental health challenges. Introduce personalized programs to support their overall well-being.