Beyond Policy: Cultivating Connection and Trust in the Modern Workplace

In today's fast-paced, often disconnected world, the essence of effective leadership and a thriving workplace culture lies not just in policies and procedures, but in the profound human elements of trust, connection, and shared values. Sarah Hermanson, founder of One Above HR, offers a compelling perspective on how to build organizations where joy and purpose flourish, drawing deeply from her 30 years of HR experience and a steadfast faith.

Sarah's journey into HR was serendipitous, beginning as an executive recruiter. While successful, she soon realized that simply placing people in jobs wasn't addressing the root cause of workplace unhappiness. "The reason people weren't happy at work wasn't that they were maybe in the wrong job," she explains, "it might be that the culture and leadership and health and vitality of the organization was lacking." This insight ignited a passion to influence organizational health, driven by the belief that if we spend 90,000 hours of our lives at work, it should be a place of joy. This conviction led to the birth of One Above HR, an organization dedicated to helping companies cultivate healthy, vibrant workplaces.

The Meaning Behind One Above HR

The name 'One Above HR' itself is a testament to Sarah's foundational principles. It reflects a desire for upward growth, raising the bar, and a clear, yet not overtly exclusive, faith foundation. Sarah candidly shares how her faith began to intersect more deeply with her professional life when she realized she was "hiding her light." Initially praying for clients secretly, she soon understood that this sidestepped a deeper connection. "I began to pretty boldly say, hey, can I pray for you?" This simple, yet courageous, act, while sometimes met with initial awkwardness, ultimately built profound trust. Colleagues and clients came to understand her moral compass, knowing her integrity was unwavering. This authenticity, she notes, is not about conversion, but about shining one's light and being genuinely who you are.

This approach has yielded unexpected advantages. Sarah found that when she prayed for clients, it removed the "worldly pressure of, just close the deal." Her priority shifted to whether the opportunity was truly right for the individual and the company, fostering an environment where manipulation was absent. Furthermore, her clear moral compass attracted clients who specifically sought out a faith-based partner, including organizations from different religious backgrounds. They recognized that while beliefs might differ, a shared understanding of faith's boundaries and a commitment to ethical conduct were paramount. As Sarah puts it, "I think sometimes we hide our light thinking we're going to be judged as bad, when I think the large majority just want to know where you stand."

Trust and Authenticity in Leadership

Sarah's faith profoundly shapes her view of people and her approach to HR. She believes that most people are hurting, isolated, and disconnected, especially in the wake of recent global changes. "Isolation breeds isolation," she observes, and the constant influx of digital communication and automation, while efficient, often distances us from genuine human connection. For Sarah, authentic connection is the "missing piece in most environments." We were made to do life together, to be known and seen, and this applies equally to the workplace. Her diagnostic work consistently reveals that the absence of authentic connection is at the core of many organizational challenges.

Building a healthy culture, according to Sarah, starts with a clear definition of who the organization is and what it stands for. This goes beyond mere marketing; it's about living, breathing principles that guide behavior. These values should be celebrated when lived out and addressed when misaligned, creating a sense of safety and clarity for every employee. "We all want to be part of something bigger," she states, and aligning with an employer's belief system provides that sense of purpose and security. In a world where four generations often work side-by-side, each with unique perspectives, embracing individuality and fostering bilateral learning are crucial. Leaders must understand that today's employees have diverse goals and motivations, requiring a personalized approach to leadership that respects these differences.

Leading with Genuine Care

When asked about the one question every leader should ask themselves, Sarah emphasizes the importance of knowing their people beyond their work output. "Do you have a sense of what's going on in your people's lives?" she probes. Understanding personal challenges, family dynamics, or individual aspirations fosters empathy and a deeper connection. This knowledge allows leaders to lead more effectively, increasing engagement, loyalty, and joy at work. It's about seeing, knowing, and caring for individuals, rather than just focusing on tasks.

For Sarah, staying grounded amidst the demands of being a business owner involves intentional scheduling of reflection, learning, and fun. As a "recovering people pleaser," she has learned the importance of saying no to protect her time and energy, recognizing that an "overwhelmed schedule creates an underwhelmed soul." Her calendar is a thoughtful tool to ensure her cup remains full, allowing her to pour into the world authentically and effectively.

A Roadmap for Human-Centered Workplaces

Sarah Hermanson's insights offer a powerful roadmap for leaders seeking to build workplaces that are not only productive but also deeply human. By prioritizing trust, fostering authentic connection, and leading with a clear moral compass, organizations can create environments where individuals thrive, purpose is realized, and the true potential of their people is unleashed.