Why People Are Your Company's Greatest Asset and How to Nurture Them
People are your organisation’s greatest asset - not technology, not process, but the humans behind it all. This post explores why understanding what motivates your team is key to growth and how giving them space to stretch creates long-term value for them and your business.
Signal Boost: “People Everyday”, Arrested Development
A soulful, upbeat reminder to see the humanity in everyone and appreciate the everyday brilliance of the people around us
When I left Uni, one of my first interviews was with Esso (or Exxon, depending on which side of the Atlantic you're on). Big brand. Serious suits. At one point in the interview, they asked me:
“What’s a company’s most important asset?”
I didn’t hesitate: “People.”
I didn’t get the job and I'll never find out whether it was the answer they were looking for!
However, nearly 25 years on, I still stand by my answer.
People are the asset. The rest is just tools and noise.
Tech changes. Markets shift. Platforms rise and fall. But people's ideas, energy, creativity, and commitment is what drives everything forward.
Understand what drives each person
As a people leader, I always make time to meet with my direct reports. I want to understand what truly motivates them and it’s rarely the same for everyone.
For some, it’s peer approval. They want to feel trusted and respected. They care deeply about how they show up to the people around them.
For others, it’s about financial reward. A clear link between effort and outcome. For them, progression and tangible reward are key.
Understanding this isn’t just a nice-to-have, I view it as essential. If you’re leading people without knowing what fuels them, you’re just guessing.
Give them stretch, not stress
Once I understand what makes someone tick, I look for opportunities to support them. That might be a stretch assignment, a fresh challenge, or connecting them with someone they can learn from.
The aim isn’t to overwhelm, but to help them grow.
I’ve seen people transform just by being trusted with something slightly beyond their current role. The increase in self-belief can lead to great things.
Back them, and they’ll move mountains. Don't back them, and they'll move company!
A recent Gallup study found that 70% of an employee’s engagement is influenced directly by their manager. People will join to be part of a company's culture, but they leave managers who don’t invest in them.
So if your company still talks about “resources” or “human capital”, maybe remind them: people aren’t line items on a spreadsheet. They’re living, learning, growing humans and they’re the only real competitive advantage you’ve got.
Try this
Take time this week to ask someone in your team what really motivates them. Listen. Then find one way, no matter how small, to support that motivation.
What It All Comes Down To
People aren’t just part of the business, they are the business. If you want innovation, loyalty, resilience and results, start by understanding the humans behind the job titles. Meet them where they are, figure out what fuels them, and give them space to grow. It's not just good leadership, it’s good business.
