Why Being a More Generous Leader Leads to Greater Business Success

This is a common perception of company culture; images of stylish startups with perks like gadgets, free snacks, and nap pods often come to mind—a scene paying homage to the early days of Google. But for us at Veep MarketThe value of “giving generously” was not initially formally a part of our core ethos. It was only a few years into our growth journey that we realized something crucial was missing.

Here’s how we got here to this conclusion: the hiring experience. We brought a few people on board, and it quickly became clear that their propensity to be generous—whether with their time, their expertise, or their support of colleagues and customers—wasn’t what we expected. It became an ongoing conversation, and we kept pondering, “Shouldn’t this just be the default for how people work together?” There was no denying that their values ​​were very different from the company’s. It didn’t make them bad people, but they didn’t fit the company culture. That’s when it hit us: We needed to formally make “giving generously” a core value. It’s now embedded in our entire ecosystem.

One of my favorite interview questions is, “What’s something nice someone has done for you lately—or, on the other hand, what have you done lately to brighten someone else’s day?” Here are a few things people have said that have made my heart grow three sizes:

• They cooked homemade soup for a sick neighbor.
• They brought their roommate lunch that he forgot at home.
• I frolicked with my elderly grandparents, cleansing their house.
• Donating your time to a local shelter.

For me, it’s not about the big gestures. It’s about the little details, the accumulation of many little “cares” that come together to embody kindness and its free giving. Like anniversaries, birthdays, and holidays, they arrive around a few times a 12 months—but wouldn’t you’re feeling so special if every day was your birthday? Many corporations we talk to say I’d love to do it, but I don’t have the budget. I’ll allow you to in on a secret: it’s not about the money.

When we didn’t have a budget we did things like:

• Smiling balloons on every worker’s chair as a surprise on Employee Appreciation Day.
• Sticky notes on their computers.
• Take your birthday leave, it’s paid for.
• Bicycle tours around the complex.
• Painting pumpkins.
• Halloween Contest.
• Together we sent Valentine’s Day cards to the residents of a senior care home.

Here’s the fantastic thing about it: it’s often the free stuff or minimal spending that folks value more, find deeper connections, and build memories. There’s a huge misconception about saving up to do one or two big things to show your team you like them, but think about all the time in between, the months without telling them you care. Wouldn’t you tell your kids you like them every day?

Now things appear like this different than before pandemic. We had a physical office, so there have been no restrictions. When the pandemic hit, it was a whole latest evolution and learning about building a team, creating happiness, and giving generously to them without having the ability to physically give something to them. It also introduced a latest obstacle in measuring happiness through a computer screen. It’s much easier when you may read body language in person, notice if they’re quieter during the day, etc., but as we began hiring across the country, it became a challenge. The pandemic taught us a lot about generosity and gratitude. While it was one of the most difficult times in my leadership role, it was also the time that taught me the most. I saw the incredible character of individuals and their mental strength. Their ability to come together to find solutions to difficult problems. Their kindness when having difficult conversations. Their spirit of giving when organizations barely had enough for themselves but still supported others.

Even when we weren’t sure what would occur, we promised to proceed to give generously because kindness all the time wins. Someone is all the time worse off, has more problems, and needs something you would possibly take for granted every day. Giving generously helps us stay humble and focus on the needs of others greater than our own. It reminds us how lucky we are.

• How does it look now?
  • Flexible working hours.
  • 45 days off a 12 months.
  • Study leave and seniority bonus.
  • Half-day Fridays.
  • Cookies sent by mail for special moments.
  • 401k match.
  • Mourning.
  • Personal time.
  • Happy hour on Fridays.
  • Paid volunteer leave.
  • Medicine, dentistry, ophthalmology.
  • Life insurance.
  • Health Advocate Services.
  • Stipend for work at home.
  • Paid training and certificates.
  • Team meditation before starting the day.

It’s not all the time about gifts—it’s also about understanding where someone is in life. Your team shows up to help each other and the company, but it’s not the driving force behind their lives. When you see someone struggling, it’s simpler to say, “Hey, how can I help? It sounds like you have a lot on your mind. This is just work. We’re not heart surgeons. Please unplug and do XYZ.” We’ve had people want to come in the day after a member of the family dies, work from a family vacation, or attend meetings from the hospital. Respect and protect your team’s time, sanity, and boundaries. Give generously to them, and they’ll give generously to your organization, your team, and your customers. Advocate for them, even if they think work is more vital.

Have you considered what your team needs to live a generous life? What makes them feel valued? How can your organization build deeper relationships and help them live their best lives? Think about the times in your life when you felt the most cared for, supported, and ultimately the most appreciated. Because no one ever says, “I want to work somewhere where I don’t feel valued.” Then take it a step further and ask your team. Start a dialogue and you’ll be surprised how creative and thoughtful the ideas come out. Focus on giving generously, and you may’t go fallacious.