How to become a people-centric company in 2022 – Film Daily

At the forefront of every business is its people. Silicon Valley companies are largely focused on hiring the best talent. Therefore, it becomes essential for companies to adopt strategies that attract talent.

All companies could benefit from taking a more people-centric approach. Giving employees more freedom and responsibility is at the heart of Netflix’s viral audience culture presentation. A flame is rippling through what was once a dull and ruthless environment, transcending into what lies at the core of human psychology.

Mutual trust and cooperation have been shown to lead to better results. Meeting people’s needs for purpose, freedom, and responsibility will in turn lead to higher retention.

Leaders must look beyond the daily stress of their competitive environments and keep an eye on investing energy in the right hires. This begins with a keen sense of self-awareness.

What lezly d’limiDirector of talent(™) expresses it eloquently, It was always my intention to build a business that put people first, however, I had no self-awareness or where to start.” Once she established how important “freedom” was to her, she made it the mission of talentko(™) to provide the same freedom to her teams.

Here’s how to become a people-centric company in 2022.

Transition to a more flexible workplace

Complying with the 9-5 structure has proven not to be the most productive method to achieve the highest yield and production. Allowing work from home options reduces anxiety around potential roadblocks and also gives people flexibility.

Lezly had experience with unfair labor practices, so now she’s committed to building a company that removes these barriers for people and instead allows them to “treat their desks like their own business.” She abides by the concept of radical responsibility because she allows people to constantly improve themselves by taking ownership of their success.

Build a purpose-driven culture

The most talented people in an organization are those who are not motivated solely by financial gain. They believe in achieving a greater vision.

If you want people to perform at their best more often, attach purpose to their tasks. Invite them into conversations about strategy and how they can contribute. Create an environment where employees benefit from collaborating as if they were on the same team, rather than competing for scarce promotions.

Give employees the same opportunities to thrive and grow

Sometimes people need a push in the right direction to reach their true potential. The stress of work or other personal circumstances can wreak havoc on a person’s mental health, keeping them from performing at their best.

Recognizing this is crucial for a leader. The role of a leader is to provide a generous number of solutions to help their employees “see their light through the cracks,” as Lezly put it.

Invictus was the first workshop that transformed Lezly’s life and set her on the path to building the values-based, people-centered company of her dreams. Today, she brings the same wisdom and generosity to her employees, allowing them to participate in numerous self-development programs.

His goal is to empower his employees to “find joy and prosperity at work.” The more capable your employees are of solving their own problems, the more likely their true potential will shine. In general, a more engaged workforce leads to more growth for the company.

A way that Lezly strives to do “Conscious leadership available to all” is “providing the resources and tools to help people improve, and somehow eliminate the excuses.” She strongly believes that people should not be marginalized because of their personal experiences, because everyone has the ability to “change their lives and create their own freedoms.”


The pulse of a company depends on how much energy is being invested in its people. The way forward is becoming increasingly clear: provide people with the tools to succeed. Whether that means subsidizing teams to work from home or having more transparent discussions at work. The answer is simple, treat humans as humans, not as resources.

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