The #1 Engagement Ingredient That You Might Be Missing
With February being Black History Month, it allows us to reflect on the many ways in which diversity has shaped American history. It’s also an opportunity to consider the present and acknowledge the future of our work being shaped in small moments every day. Increasingly, one single standard is consistently and universally tied to a person’s workplace commitment, motivation, and overall happiness – and that is a sense of belonging.
At first, companies focused on employee satisfaction, which then evolved into employee engagement, and now, the conversation has
shifted to creatinga culture of “belonging” – a key ingredient in the engagement conversation. The organization BetterUp, a San Francisco-based professional coaching platform, shares from their
research that “belonging is a fundamental human need… and when we turn our attention to the modern workplace, the same desire of belonging still exists.”
Belonging is what allows employees to feel like they can be their authentic selves and it has a major impact on performance and retention.
Here are 3 impactful opportunities for how you can create a place that gives people a high sense of belonging within your organization:
1.Make communication conscious and intentional.
Get to know the people on your team and try to understand their
background and what has shaped them. Invite unique perspectives during meetings and encourage contributions from everyone. Listen moreand show genuine acknowledgement from what you are learning. By leading with empathy and a genuine interest in learning
about employees’ interests, preferences and communication style can help improve collaboration, work productivity and overall happiness for each and every employee in the workplace.
2.Focus on universal experiences.
Commit to holding consistent and productive team meetings (i.e. weekly, bimonthly, monthly) where everyone on your team can share experiences. Strengthening relationships and building
trust through transparency and authentic story-sharing– the messaging power of internal communications when employees tell stories about their own experiences in relatable ways – is a powerful way to bring people together that wouldn’t otherwise.
For example, by explaining how a peer successfully navigates change, enables us to live vicariously through the storyteller and boosts employee self-confidence and know-how. These stories include action steps and lessons learned that can be easily replicated.
Done right, companies can use employee stories to share meaningful, relevant, and actionable ideas and insight.
3.Make your employees feel psychologically safe.
The phrase “psychological safety” is taking the workplace by storm. Psychological safety is about creating an environment where people can flourish. It’s about employees feeling empowered
to speak their mind or express an idea fully, without fear of judgment. Coined by Harvard researcher Amy Edmondson and highlighted in The New York Times Magazine with this Google study, the concept of psychological safety is regarded as a necessary element in
high-performing, agile teams and companies.
But before companies can foster psychological safety and
expect revolutionary contributions, there’s a prerequisite: employees must be accepted for who they are and valued for what they can bring.We must recognize that people’s diverse backgrounds shape their unique perspectives in the workplace, and their insight and viewpoint is a critical part of growth and innovation within an organization. Psychological safety can help break patterns and habits to create a shift from unconscious bias to conscious inclusion.
What Does This All Mean?
While we may be tempted to think that belonging only matters in our personal lives, today’s new industry research makes it clear that a sense of belonging in the workplace matters for employee
well-being, organizational performance, and diversity.
As we reflect on Black History Month, let’s honor our commitment to diversity, inclusion, and belonging in the workplace and the marketplace – not just this month, but today and every day, and beyond Black History Month.
Research has shown when we work with people who are different from us, they challenge our thinking and sharpen our performance which leads to having a forward thinking and innovative team.
It’s not enough to simply include people at the table: there must also be a sense of belonging for all employees to amplify everyone’s voices, clear barriers, and appreciate each other for their unique
backgrounds to make positive outcomes happen.
What ways are you creating a culture of belonging for your employees? For your customers?
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Rethinking Workforce Planning in an Uncertain World
The COVID-19 pandemic is changing – or has already changed – our collective discernment of uncertainty because of the continued unknown. Almost overnight, companies had to revaluate everything they thought that they knew to find new ways of doing business. Just like sailors navigating their vessels through stormy seas, so too can company figureheads by moving swiftly and proactively rather than simply reacting instinctively.
The biggest thing for companies hiring to keep in mind is to keep the process for every candidate consistent. This will help remove bias from your hiring process. Ultimately what is most important to evaluate is a candidate’s culture fit, their motivations and the performance of a person that translates to a successful hire, so being open minded to ALL those types of candidates is important.
We are a leading Talent Strategy Consulting firm specializing in talent management, hiring processes, exit strategy planning, recruiting solutions and employee retention programs. We also have a California executive search recruiting division finding top sales, business development, marketing and operations talent. We love helping companies connect their business strategy to their talent needs.
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