Next: Working inclusively
Working and collaborating across boundaries, effectively and inclusively, to achieve positive outcomes
Core behaviours
Valuing people
Creating a shared purpose and enabling people development, voice and well-being
As people professionals, it's critical that we value people and put them at the centre of our approach - balancing consideration, compassion and fairness, and supporting others to do so.
We have a key role to play in organisations to build a sense of shared purpose, and to give people a meaningful voice on matters that affect their working lives.
In working alongside managers and leaders, people professionals will work to encourage a culture of trust, people development and well-being, to enable all to be their best at work.
NIE Network case study: Power to the people
How a framework for listening and responding to every voice has given the change-weary employees of NIE Network their spark back. Read NIE Network’s story.
Valuing people standards
Each standard progresses through four levels of impact. Which level do you most embody in your day-to-day work?
Fundamental level
At this level you will:
- Understand the purpose of your work
- Empathise with others
- Support others to develop and be their best
- Ask a range of people for their opinion and listen carefully to responses
- Consider the well-being of others
Associate level
At this level you will:
- Build a sense of team spirit and purpose
- Treat people fairly and considerately in your work
- Enable others to develop skills and capabilities to be their best at work
- Enable people to have a voice when designing and delivering solutions which impact them
- Take into account the well-being of others in the design and delivery of your work
Chartered Member level
At this level you will:
- Communicate the meaning and purpose of work to motivate and inspire people
- Demonstrate compassion, humanity and fairness in your approach
- Enable managers and leaders to support others to be their best at work
- Enable people to have a meaningful voice by involving them in decisions that impact them, and bring a people perspective to organisation decision-making
- Promote the business and people benefits of well-being and integrate into your work
Chartered Fellow level
At this level you will:
- Inspire others through a compelling people vision which shares the broad meaning and purpose of work
- Model compassion, humanity and fairness as a leader
- Promote and encourage career-long learning to build organisation capability and benefit society
- Strive to create an organisation culture that gives people a voice and puts them at the centre
- Engage organisations in creating a healthy work culture that enables well-being
Things to start thinking about
Use these prompts to reflect on your understanding of Valuing people and uncover areas for future professional development.
- Whose views and opinions do you most readily consider in your work? Which voices may not be heard and how can you change this?
- How do you ensure your organisation’s decision-making process considers people’s well-being?
- When did you last review your organisation’s approach to well-being?
- How do you balance compassion and fairness in your approach?
Resources to guide your work, career planning and development, available on the CIPD's main site.
- Alternative forms of workplace voice - Positioning report
- Best to good practice HR: developing the principles - Report
- Health and well-being: middle managers feel the squeeze - Blog
- How can we create new solutions for worker voice? - Blog
- The road to good work - Discussion paper
- UK Working Lives - Survey
Short course: Workplace Well-being Strategy
Highly practical and interactive in its approach, this one-day course provides the tools required to create employee well-being programs and the opportunity to draft a well-being plan during the session itself
Continue to Working inclusively