In 2021, we saw the highest quit rate in decades. Organizations have received the message and we are seeing active movement to turn the Great Resignation into the Great Retention. Meaning and purpose are more important in the workspace now than ever. Beyond meaning, though, people are looking for Belonging.
With the spotlight recently being placed on the latest in the never-ending drive for equality–DEI (diversity, equity, and inclusion)–we would like to propose that this leaves out one crucial element: Belonging. Employees need to know that they matter, and that their needs matter, rather than only the needs of the company. Connect purpose to employee work because humans crave purpose and meaningful work. The result, of course, is higher morale and productivity. They want to belong.
We often see organizations simply tossing around a catchphrase or checking a box rather than doing some real introspection and investing in intentional and permanent change.
How do we go beyond just throwing around an acronym?
What does it take to move beyond the catchphrase? The biases and practices of the past will require a corresponding overhaul to build a mutually beneficial course. Follow through is key here. A healthy company culture takes time, attention, and care to build, and that is even more true for a workspace that might already be unhealthy.
It cannot be turned around overnight. It takes steady commitment, but this type of commitment will show that you value your employees, which will translate into a stronger sense of belonging.
It is easy to keep the focus only on the physical, visible differences, such as race, gender, religious expression, etc. It is important, however, to acknowledge other types of diversity, such as diversity in communication styles. Embrace the individuality of your organization’s employees. Diversity success is measured by genuine and consistent rapport, respect, curiosity, and interpersonal productivity that builds trust.
Forté has been empowering organizations to create culture consciously for 44 years and we suggest it is needed now more than ever. People want to be known and valued for who they are as a person and not only for what they can produce. Choose to create a culture of inclusivity and belonging.
With 38 Master Patterns and over 6 million iterations, Forté identifies, offers deeper understanding, and coaches how to specifically leverage your unique communication style strengths and those of your team members.
More diverse voices and styles create better outcomes for your teams and your organization. Whether you are renewing your commitment DEI or just starting fresh, Forté can walk that path with you.
Perhaps you have already done the hard work. You have made sure your hiring practices are diverse; you have set up company-wide policies to transform your organization’s culture; you make sure that everyone has equal access to information and opportunities. This is commendable work, and, for some, it may have required a real overhaul of the existing culture and practices.
Remember, your company culture is the shared set of values, beliefs, and attitudes that guides your organization. It is reflected in the way you treat your customers and employees. It impacts the types of candidates you attract for open positions.
A strong work culture boosts productivity, decreases turnover, and improves employee engagement. Continuing to offer learning and development opportunities, such as what Forté provides, is another impactful way to show your commitment to investing in your employees.
Simply put, people want to belong. They want to be more than just a means to the end of checking a DEI box. Authentic diversity is not just a metric, it is relational. Forté promotes relational growth by refining our knowledge of one another and adding a new skill set to enhance interpersonal communications based on individual strengths.
Strong relationships in the workplace can lead to an increase in effective communication, which is the most important prerequisite for building and managing a positive workspace culture.
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