“People are looking for a human experience at work. They don't want life to fit into a good job. They want work to fit into a good life.”
On this episode of the Great Mind podcast, Laura Fuentes, executive vice president and chief human resource officer at Hilton, talks about the power of friendship and fun at work, and the essential role they both play.
She shares why she looks for ways to build joy in the workplace, the role values and purpose play in recruitment, and her thoughts on what workers want today.
Podcast Highlights
- Prioritizing Friendship and Fun at Work: Laura Fuentes emphasizes the importance of integrating joy and camaraderie into the workplace, especially as employees emerge from periods of isolation.
- Distinguishing Between Cultural Fit and Cultural Contribution: She discusses the shift from hiring for cultural fit to seeking cultural contributors who bring diverse perspectives and enhance team dynamics.
- Aligning Recruitment with Values and Purpose: Fuentes highlights the necessity of ensuring new hires resonate with the organization's core values and purpose to foster a cohesive and motivated workforce.
- Understanding Modern Workers' Desires: She explores the contemporary employee's quest for a human-centric work experience that harmonizes with their personal lives, advocating for workplaces that support this balance.
On the power of friendship and fun
The last couple of years have forced us to do a lot of soul searching. In obviously very important ways, we had to retreat into our bunkers of self-isolation, protection, and survival, but what was lost in all of that is the power of friendship.
As we come out of it now, having permission to once again have fun at work, to bond, build community, and build moments of joy into our workdays and workplaces is really important. A recent Better Up study showed the power of friendships, and they actually had a numeric value to just how many friends would breach that threshold of driving more meaningful engagement.
HR can be a little bit of a lonely job because, of course, we have to sometimes deliver tough messages and coach people through them. For many years of my life, I tried to separate those boundaries, but I will say now that the people that I work with are some of my closest friends.
On the difference between a cultural fit and a cultural contributor
This is a concept I learned from Adam Grant. He cautioned companies when recruiting to guard against seeking only a cultural fit because then you're looking to perpetuate the people you already have. That can create silos and like-minded thinking, and continue to build a more homogeneous culture rather than pivot the thinking to a more nuanced view of cultural contribution.
That's an important nuance, and we try to toggle from fit to contribution: What is missing on this team that I can add by hiring this person?
That being said, we do look for alignment to our values because if someone isn't excited by our purpose, then this isn't the right place for them.
On what workers want today
People are looking for a human experience at work. They don't want a work experience. They don't want life to fit into a good job. They want work to fit into a good life. And that's what we're trying to solve for at Hilton. We want to build a fully human experience at work and tap into the transcendent needs of the workforce.
FAQs
- How can organizations effectively integrate fun and friendship into the workplace?
Application: Implement team-building activities, create social spaces, and encourage informal interactions to foster relationships and a joyful work environment. - What is the difference between hiring for cultural fit versus cultural contribution?
Application: While cultural fit focuses on similarity to existing team members, cultural contribution seeks individuals who add diverse perspectives and skills, enhancing innovation and avoiding homogeneity. - How can companies ensure alignment between new hires and organizational values?
Application: Clearly communicate the company's mission and values during recruitment, and assess candidates' alignment through behavioral interviews and value-based assessments. - What strategies can organizations employ to create a human-centric work experience?
Application: Offer flexible work arrangements, prioritize employee well-being, and design roles that integrate with employees' personal lives, promoting a healthy work-life balance.
Feedback Loop
Your feedback matters! We’d love to hear how the insights from this podcast—on building joy and friendship at work, shifting from cultural fit to cultural contribution, and understanding what workers truly want—resonate with your organization's culture and strategies. Did these concepts spark new ideas or initiatives in your workplace? Are there other areas related to workplace culture and employee experience you’d like us to explore? Your input is invaluable in helping us provide more meaningful resources and insights. Share your thoughts with us by filling out this form: click here.
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