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For the past several years, I have been intrigued with companies that are creating an environment for “spirit” at work. To determine how companies are doing this, I interviewed senior leaders at 13 organizations worldwide that have received the International Spirit at Work Award from the International Center for Spirit at Work (www.spiritatwork.org). My purpose was to probe them for specific practices that make a visible impact on workplace culture. I discovered there is a movement encouraging people to bring their whole selves – mind, body and spirit – to the workplace.

One CEO said, “This is about who we are being rather than what we are doing.” They described the culture as creating a healthy place for people to work, and there was a sense of consciousness about ethical business practices with connections to the community and the larger universe. As one leader said, “This culture is based on caring about the triple bottom line: people, profits and planet.”

Because culture influences how people think, feel and act, I wanted to know what was being done to transform the culture. These organizations “hire for fit” because they recognize that each person hired ultimately affects the culture. When personnel changes need to be made, several organizations have trained leaders to “nurture people out” of the workplace if they don’t fit the culture.

One common element in this culture is reflection. Therefore, organizations invest in resources to encourage people to find time to reflect by providing quiet places where they can do so. At one organization, employees are allowed two reflection days to do with as they choose as long as the focus is on reflection. Several bring in experts to train people in meditation techniques and allow people to practice during the workday. Another illustration of investing in reflection is paid personal time to explore inner lives. People are encouraged to take personal days to pursue interests or to take time for themselves to avoid becoming ill. One organization allocates a $1,000 stipend per employee to spend on self care or to learn something new. The employee must report how the money was used during their performance appraisal.

Tyson Foods Inc. and Vermeer Corp. are among a growing pool of companies that allocate funds to have a corporate chaplain on call. Kevin Glesener, Vermeer’s company chaplain, is on contract full time with Workplace and Family Life Services, Vermeer’s employee assistance program. He is a United Methodist pastor and a certified military and corporate chaplain. Glesener describes his position as “standing beside people in times of crisis, and walking through these times with them to provide support and encouragement.”

Creating a meaningful workplace is good business for all stakeholders.

Jann Freed holds the Mark and Kay De Cook Endowed Chair in Leadership and Character Development at Central College in Pella.