In today’s world, how can business owners and supervisors create a human-centered workplace?
Dr. Victoria Mattingly, CEO and Founder of Mattingly Solutions, joins Bill today to give an organizational psychologist’s perspective on workplace culture and inclusion. They discuss the pivotal role of managers as gatekeepers of employee experience and career growth. Victoria shares her extensive knowledge on workplace inclusion, allyship, and organizational psychology, emphasizing the importance of personalized communication, psychological safety, and flexible work environments. She also highlights the critical need to prevent employee burnout and the benefits of a four-day work week. Additionally, they delve into effective hiring practices, the pitfalls of multitasking, and the value of taking a human-centric approach in businesses. She also shares her personal journey and future aspirations in fostering inclusive workplaces.
Takeaways:
- Prioritize People: Focus on hiring the right people and making them feel valued, respected, seen, and heard. Business growth depends on building and caring for your team.
- Practice Inclusion: Get to know your team members individually. Tailor your communication and recognition to what resonates with each person.
- Prevent Overwork: Avoid encouraging a culture of overworking. Monitor workloads and promote work-life balance to prevent burnout.
- Model the Behavior You Want: As a leader, set the example—show up on time, respect others’ time, and hold yourself to the same standards you expect from your team.
- Measure Burnout: Use validated, anonymous surveys to assess burnout levels in your team and take action before it becomes a problem.
- Embrace Flexibility: Offer flexible work arrangements. Recognize that some people thrive in the office, others remotely, and some with a mix.
- Build Teams Over Time: Team building is an ongoing process that requires trust and regular opportunities for collaboration—not just annual events.
Quote of the Show:
“Employee engagement should not be an annual consideration. It should be a daily activity.” - Victoria Mattingly
What problem can the listeners help you solve?
- She would like help with spreading the word about allyship and the concepts she discusses in her book, around making the workplace more inclusive.
Chapters:
00:00 Introduction and Guest Overview
00:57 Key Strategies for Business Growth
01:45 Workplace Inclusion and Allyship
02:53 Effective Communication and Meeting Management
05:19 Addressing Toxic Workplace Habits
06:32 Measuring and Preventing Burnout
08:51 Understanding Workplace Culture
09:48 Handling Conflict in High-Performing Companies
12:25 Motivation vs. Manipulation in Leadership
16:12 Importance of Employee Engagement
18:23 Hiring Mistakes and Lessons Learned
19:55 Effective Interview Questions
20:56 Outdated Interview Questions
21:46 Remote Work and Productivity
23:57 The Myth of Multitasking
26:27 Using Psychology to Retain Employees
27:46 The Reality of Team Building
29:08 Human-Centric Organizational Approach
30:45 Promoting Allyship in the Workplace
32:50 Personal Journey and Business Growth
36:23 Future Goals and Advice
37:53 Personal Interests and Contact Information
39:15 Conclusion and Farewell
Links:
- LinkedIn: https://www.linkedin.com/in/vpmattingly/
- Website: https://www.mattinglysolutions.com/
Ways to Tune In:
- Transistor: https://steelcitygrowth.live/
- Spotify: https://open.spotify.com/show/4SBtiD6wOmd2EFCYh4PW3Z
- Apple Podcasts: https://podcasts.apple.com/us/podcast/steel-city-growth/id1806713142
- Amazon Music: https://music.amazon.com/podcasts/42813799-b7e8-432a-a9d5-aa6d67b8f8f3/steel-city-growth
- Podchaser: https://www.podchaser.com/podcasts/steel-city-growth-6053619
- YouTube: https://www.youtube.com/@SteelCityGrowth
