Blog by Tracy Butz, CSP
Creating a culture where people feel
respected, valued, appreciated, heard and included requires another level of
effort that may not be getting the attention and investment it needs. If you
want to work in a culture where you “feel the love”—where everyone feels a
sense of belonging, connection and community—every employee needs to put forth
effort to make that happen. And when you do, this feeling gets passed on to
customers and results in more productivity and profit.
But is a lack of love actually an issue? Watch this short video and decide
for yourself.
Whether you are a leader or an
individual contributor, here are seven strategies to help you create a more inclusive workplace culture today by personally
modeling it and also sharing it up, down and across your organization:
- Leave your assumptions at the door. It is easy and often natural to make assumptions about
others in the workplace, leading to misunderstandings, biases and often
wrong conclusions. The next time you find yourself assuming something of someone—even
if it's as simple as "She's probably too busy"—stop yourself. Instead,
ask the question first of that individual. Even if you confirm your
assumption, you now have an informed understanding.
- Create a collaborative environment. Break down silos and promote organization-wide
inclusion by promoting a collaborative environment. This includes a
culture of behaviors and actions that inspire, model and align with your
inclusive goals. Develop cross-functional projects or meetings between
teams or create a random lunch partner program. This will allow your
people to meet new coworkers and learn from one another, which ultimately
will strengthen your entire culture.
- Change your workspace. If you can do it in your workplace, leave your desk and
work in a different area of the office for a few hours. You'd be surprised
at how it can really change up your perspective. You may have interactions
with people you otherwise wouldn't, especially if you put yourself where
there is a consistent movement of people. This small change of scenery
will allow for more collisions and spark new ideas.
- Offer a forum of expression. Having a voice by providing regular, optional “town
hall” meetings to discuss anything from business decisions, business
updates, department efforts or company wins will not only offer an open
space where employees can voice their thoughts or concerns—but it also shows
your commitment to your people and their value to the company as a whole.
- Demonstrate you care. Show your
people you care by hosting regular one-on-one check-ins between managers
and employees. Let employees know that it’s their place to openly speak
their mind about what matters most to them — whether that’s about their
professional development, a current project or if they’re feeling
overwhelmed and overworked — start a conversation to support their
journey.
- Rotate who leads meetings. Change up the dynamic by rotating who runs meetings.
Give that individual the leeway to be creative, while ensuring you're in
alignment on the goals of the meeting. This gets people engaged and sends
a signal that everyone's contribution matters. When done well, this
creates openings for everyone to weigh in and, hopefully, inspire lively
discussions and decisive actions.
- Talk about something besides work. It is easy to get caught up in the day-to-day responsibilities of your job and not take the time to actually get to know colleagues in your office. Disrupt the status quo by having a conversation with a colleague you don't normally talk to and engage them on a non-work related topic. This connection will often improve the ease of the working relationship and enhance overall communication.
Ultimately, individuals need to be
recognized for their uniqueness but also feel connected to something bigger. An
inclusive culture has many layers and millions of moments that define it, but
in order to make a real impact and display an ongoing commitment to employees
and colleagues, choose to take small and incremental steps to make your
workplace a more inclusive—and likely more successful—environment right now.
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