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“A pandemic will lead to permanent social, economic, and cultural changes. The key is to create good from a bad situation.”―Wayne Gerard Trotman

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In an economic downturn business founders and leaders tend to be more mindful of loss prevention. Which makes sense given that economic shifts not only impact profitability, but also create higher job-related stress which affects decision making, rule following, ability to notice anomalies, and of course, increases the financial incentive and temptation for fraud and theft. 

What most leaders don’t recognize is that they have more power than they think to create a workplace that is safer, more secure, less vulnerable to “bad actors” from the inside or the outside, and is also more supportive of the employee’s mental and physical health and more likely to bring out the highest and best attitude and performance from every person on your team. 

The key to activating this power is in the very fabric of our organizational culture in the way we either meet or fail to meet the needs of the human beings in the workplace. This is the basis of my book, The Human Team®: So You Created a Team but Humans Showed Up. Giving leaders, managers, and teams a framework for meeting these universal human needs is why I created the framework of The Six Facets of Human Needs®, which I often refer to as the 6 Cs: Clarity, Connection, Contribution, Consideration, Challenge, and Confidence.

The Framework of the 6 Cs

The 6 Cs represent a paradigm shift in how we create culture, but this framework can also be a somewhat revolutionary and holistic approach to organizational security. This approach goes beyond protocols and passwords, firewalls and fail safes, and focuses on fostering an environment where every employee is naturally an integral part of the loss prevention solution.

Let’s just take a high-level look at how each of the Cs relates to workplace safety and security.

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Clarity

Clarity ensures that every team member understands their role, the company’s expectations, and the consequences to the company and to the team of not following safety rules or ignoring security risks. It’s about removing ambiguity not only about the rule but about why the rule exists and how to recognize and respond to any indication the rule isn’t being followed.

Connection

Connection emphasizes the importance of fostering a sense of belonging among employees. A connected team is vigilant and protective of each other and the company, much like a family would be of their home.

Contribution

Contribution acknowledges the need for individuals to feel that their work matters. When people feel that their contributions are a meaningful part of the company’s success they are more likely to act in the company's best interest.

Challenge

Challenge encourages employees to achieve at their highest potential, not just in their own day-to-day tasks but in holding a high standard of excellence for the team and the organization. That standard will motivate them to respond to safety and security risks quickly and proactively. Challenges also keep people engaged and alert to threats and opportunities.

Consideration

Consideration means we’re treating people as valuable, respecting and appreciating them as individuals, and welcoming their input. When people feel valued, they’re not only more likely to be proactive in protecting the company, they also feel empowered to speak up if they see something out of line.

Confidence

Confidence is about building trust within the team, trust in leadership, and in the company’s commitment to its employees and customers. It is also about building the individual’s confidence and trust in themselves. When employees have confidence, they're more likely to take ownership of their roles in holding themselves, the team, and the company to the highest possible standard.

Consistent attention to this framework can dramatically impact an organization’s team culture as well as their vulnerability to safety violations, security breaches, fraud, and theft.

Implementing the 6 Cs

Integrating the 6 Cs into an organization's culture is only possible when there is a clear commitment from leadership. It requires direct and transparent communication and building a sense of community and connection among employees, recognizing and rewarding contributions, and treating people with genuine appreciation. Challenges should be presented not as loading on more work, but as opportunities for growth and engagement. Confidence is cultivated by consistently demonstrating accountability and dependability and celebrating wins. Together, these elements create a healthy team culture where safety and security are everyone’s responsibility and where employees are empowered to act.

The 6 Cs represent a comprehensive approach to safety and security that addresses the root causes of vulnerabilities: human nature, human behavior, and organizational culture. By focusing on clarity, connection, contribution, consideration, challenge, and confidence, companies can create an environment where safety and security are ingrained in every action and decision. In doing so, they not only bolster their defenses against threats but also achieve more engaged, motivated, and loyal human teams. The path to increased performance and loss prevention is through the heart of the business – the humans who make up the organization.

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DOWNLOAD NOW:
The Future is Human, How to Achieve the Highest Levels of Success and Satisfaction in a Human-Driven Economy
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