How To Create A Culture Of Belonging In The Workplace

Now more than ever, workers want a culture of value in their workplace. Workers rightfully want to feel that their work has meaning and that their contributions matter. For this type of culture to exist, everyone in the organization needs to commit to creating a space of belonging.

“Belonging at work is a feeling of community with the people and environments that make us feel connected.” –LaFawn Davis, Indeed

From the people in charge to workers on the ground floor, it takes everyone in a company to foster a sense of belonging. If you want to be part of the solution, we’ve curated meaningful tips to build that culture.

Bring everyone on board

It seems obvious that for everyone to feel involved, you must actually involve everyone, but what exactly does that entail? How can an organization put that philosophy to life?

It starts with extra communication and eliminating a sense of “outsiderness,” according to Jackie Wiles and Jordan Turner of Gartner.

“Seven out of 10 employees say their organization fails to inform them of opportunities to promote inclusion in their day-to-day work.” –Wiles and Turner

Start by actively encouraging employees to appreciate what everyone brings to the table and encourage them to make sure every voice is heard. And if you’re in a leadership role, make sure to do this visibly to lead by example. Meanwhile, strive to notice and appreciate individuality and make sure not to take a one-size-fits-all approach.

Invest in growth

Another way to show you want your team members to feel like part of an actual team is to invest in their growth. A company willing to invest time and growth in their employees will see a great return on investment.

Employers should offer upskilling opportunities and opportunities for growth, if available. When a company takes extra time and resources to help its employees grow, it shows that you value that team member. Feeling like an important player in the organization will foster increased belonging along with having a more skilled workforce,

Forbes’ William Arruda says to go even further and provide team training and coaching programs on important topics to help workers gain a stronger sense of their abilities and to provide bonding opportunities with their team members.

Share the spotlight

Something anyone in an organization can do to grow a sense of belonging is to elevate others and spread and share the spotlight. No one likes a manager or project leader that hogs credit, and if you’re willing to highlight everyone’s accomplishments and unique skills, you’ll build a stronger culture.

“Model inclusive behavior by being empathetic and listening to all voices on your team, including those who may feel “othered.” –Julia Taylor Kennedy and Pooja Jain-Link

Julia Taylor Kennedy and Pooja Jain-Link of Harvard Business Review state that a good senior leader is inclusive. Create diverse teams and elevate those on the team. Highlight the accomplishments of those who may feel “othered” and make sure they feel seen.

Even if you aren’t a team leader, you can still publicly praise your coworkers and thank them for any effort or help you receive from them. This goes a long way toward showing someone you consider them an equal and value their contributions.

Be generous with appreciation

At the end of the day, the easiest way to forge a culture of belonging is to be generous with your gratitude and show empathy at every given chance. Simple acts of kindness and thanks go a long way.

William Arruda says that the best leaders are those with high emotional intelligence, and highly emotionally intelligent people understand that people want to be appreciated. A simple “I appreciate the work you do” can pay massive dividends.

Entrepreneur’s Terrell Strayhorn says that certain micro-actions can lead to belonging. In addition to thanks, welcoming newcomers publicly, having route check-ins, and bringing up their talents uprooted make an employee feel seen and appreciated.

Wrap up

A company culture’s effort to foster belongingness should start at the top, but everyone in the organization can do their part to help. Whether it’s grand gestures, providing growth and leadership opportunities, or simply expressing gratitude, anyone can make the workplace more inclusive. Take these tenets to heart and find your own ways to make your team feel included!

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Workplace Trend Predictions For 2023

Another new year represents new challenges and opportunities in all facets of life, and the workplace is no exception. January 1st doesn’t mean a legally binding change must occur, but experts are able to look toward the future and make predictions about what the new year can hold.

As we’ve done in previous years, we took a lot at the top trends experts expect for 2023. As always, there’s no guarantee how things will play out—we aren’t fortune tellers. But consider these workplace predictions as you contemplate 2023:

Quiet hiring

“Quiet quitting” was a popular buzz phrase in 2022, the idea being that employees would do the bare minimum to keep their job while being mentally checked out. This concept keeps a position filled but stops an organization from gaining the full benefits.

In order to counter this, Gartner contributors Emily Rose McRae and Peter Aykens believe that smart HR leaders will embrace “quiet hiring”, or a way to bring in new skills and capabilities without hiring new employees. They believe this can be accomplished in three key ways: a focus on internal talent mobility, upskilling and training opportunities for current employees, and alternative approaches to bringing in talent such as temporary workers.

A focus on retention

The Great Resignation of the past few years saw a great number of workers departing their current roles to find something that better aligns with their values and happiness. This has created many job openings, but many companies have struggled to fill their open vacancies, leading toward 2022 being a year that favored employees.

“The gap between the number of people seeking work and the number of open roles remains wide, meaning that effective hiring and employee retention tactics remain highly important.” –Emeritus

Finding and training new talent is an expensive process. Visier’s Amy Furr cites that the average cost to replace an employee is roughly double their salary. Amidst the struggle of acquiring new talent, companies are looking for ways to increase their retention, including investing in employee development initiatives, offering more opportunities for advancement, and training new skills.

Hybrid work models

Remote work saw a massive surge thanks to the pandemic, but with many Covid restrictions being phased out, many companies want workers back in the office. The availability of entirely remote jobs is quickly decreasing, much to the justified chagrin of potential employees.

The sweet spot continues to be in hybrid work models, having employees come into the office a few times a week while still working remotely on other days. This provides the opportunity for freedom and flexibility while still offering the chance for in-person communication and a space for collaboration.

Robert Boersma notes that many companies want to make sure those out-of-office hours are being used correctly and will take measures such as tracking hours or monitoring software, but this is a quick way to erode trust and lose employees.

Increased focus on DEI

Many companies are making efforts to implement Diversity, Equity, and Inclusion (DEI) programs. A Good Hire survey found that 81% of participants would consider quitting if a company isn’t truly committed to DEI. These programs are excellent for educating employees and making sure everyone’s voice is heard. But not every organization does so effectively.

“In addition to potential turnover issues, failing to prioritize DEI can lead to major financial losses. Accenture has found that companies are losing over a trillion dollars a year due to their lack of DEI efforts.” –Emeritus

Emily Rose McRae and Peter Aykens note that many of these initiatives are pushed back against by a significant portion of employees, which can disrupt the efforts. Learning how to handle opposition and educate more efficiently will be crucial in making sure these efforts aren’t in vain.

A shorter workweek

Finally, we see a trend that many employees will be especially excited about—a reduced work week.

Tracy White Brown, Chief HR Officer at Clark Nuber, believes more companies will take a serious look at the 32-hour work week. Not only will this make employees happy while letting them keep earning, but it will have tangible benefits for employers as well. A shorter work week creates higher morale (leading to increased retention), will make workers more productive with the hours they have, will cut down on distractions, and will make the organization more attractive to new candidates. Finally, it helps with sustainability and lowers a company’s carbon footprint.

Wrap up

Employees want more than a good paycheck. They seek value in their work and strive for a good work-life balance and high quality of life. Many of 2023’s hottest trends seem to follow that line of thinking. By providing skill opportunities and diversity initiatives for employees and allowing for flexibility, companies will create a better environment for their employees, leading to a happier, more fulfilled, and more productive workforce. 2023 has the potential to be an exciting and innovative year!

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Defining and Presenting Your Personal Brand

Branding is a powerful tool that allows consumers to anthropomorphize different companies. Some of the most successful companies stay in the public eye because of their strong branding and iconic imagery. But this isn’t limited to large companies. With some careful planning, you can create a curated digital presence through personal branding.

Using technology, potential employers and customers can learn all about you without ever meeting you. With that in mind, it’s better to control that image yourself. How do you want to be viewed? No matter where you’re at in your career, controlling your own narrative can be the key to living the life you desire. We’ll explore why it’s so important to build your brand and what you can do to present yourself in the best possible way.

Why does it matter?

Think of a celebrity, whether you like them or not. Think about the traits you associate with them. You’ve likely never met this person, but you have an opinion of them based on these perceived traits. That’s the power of personal branding, and it’s reasonable to assume you’d rather have people thinking positively about you.

Harrison Monarth sees the difference between reputation and personal brand as intentionality. Your reputation is based on first impressions and the relationships you’ve formed. Personal branding is about creating your narrative and deciding what you want to present.

Renderforest lists three keys benefits of having a well-defined personal brand:

Raising self-awareness: Taking a look inward will give you a deeper understanding of your strengths and weakness and the value you can bring to others. Once you understand this yourself, you can better market what you have to offer.

Build trust and credibility: If you’re putting forth a consistent and accurate message, you’ll appear much more credible. With the traits you’ve chosen to define you at the front, people will look to you as an expert where it matters.

Grow your network: If you’ve built trust and credibility, you’ll come to be viewed as an expert in your niche. This will lead to others reaching out to you and looking for your expertise.

Finally, according to Medium, as of 2020, 43% of the workforce in the US is made of freelancers and contract workers. If your name is your business, it’s crucial to have a strong personal brand to keep growing.

How to build your personal brand

You already have a personal brand whether you realize it or not, but it’ll take some self-scouting to craft the image you want. Mac Prichard suggests doing a self-audit and asking others for objective feedback. Do a deep dive on search engines to see what pops up when you search for yourself and make sure your social media pages are “clean.” Then, talk to people you know and see what you’re known for. You can use anonymous tools to make sure you get honest feedback.

“You may be tagged in a video on Facebook where you’re singing Happy Birthday offkey. Funny and harmless—except if that’s the first thing an employer sees when searching for a serious, competent business leader.” -Mac Prichard

Next, decide how you want to be defined and what your goals are. How do you want to be known? Whether you’re a charismatic salesperson, a master of a specific technology, or an expert in handling conflict resolution, you want to have a clearly defined niche. The more specific that niche, the better. We recently covered the idea of the elevator pitch—a short summary of who you are and what you can offer. This is the core of your personal brand.

After these steps, you should have an idea of how you’re currently viewed and how you’d like to be viewed. The next step, according to Anders Hjorth, is to build your assets. What resources do you need to increase your visibility and your credibility?

You can not like social media, but it pays (sometimes literally) to have the right profiles. Depending on your industry, you may also want your own website to showcase your work or a portfolio filled with previous projects.

Make sure those profiles are working for you through careful design. Make sure your profiles will get noticed and make people want to contact you.

At the end of this process, Mac Prichard says to go all out. Once you’ve built a brand you’re happy with, steer into it. Exude confidence and don’t be afraid to show off your personality.

“You’ve done the work to know who you are and what you bring to the workplace. When you are clear and convinced that you’re a valuable and effective contributor, that message shines through. Your professional brand should convince others that you think you’re the best candidate for the job, and they should too!” -Mac Prichard

Wrap up

Standing out for the right reasons is the key to succeeding in the business world. Creating a clearly defined niche and becoming an expert will grow your network, help build great relationships, and assist you in finding your dream career. Playing an active role in crafting your personal brand is the first step, and the benefits are endless!

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Why Don’t Workers Want To Return To The Office?

One of the few bright spots of the pandemic was the switch to remote work as a norm, at least in the eyes of employees. Before the world started to open back up, remote and hybrid work models allowed companies to stay afloat. While we aren’t out of the woods yet, more of the world is opening up, and many companies are eager to return to the office for business as usual.

Many employees don’t share that view, data finds. Remote work comes with many perks and benefits you can’t find in an office, and few want to return to the old ways of business.

This coincides with the Great Resignation/Great Reshuffling, as employees are fleeing from jobs that don’t align with their needs and values. Employees have more power than ever before, and there’s a shortage of qualified workers. If you’re looking to attract top-tier talent to your organization, you’ll need to keep up with the times. It’s clear—workers don’t want to return to the office. With help from the experts, we examine why.

Data supports it

This isn’t hyperbole; workers are resistant to returning to the old ways of business. A Bloomberg survey in May 2021 found that 39% of workers would consider quitting if employers weren’t flexible regarding remote work. The number was even higher among millennials and Gen Z, at 49 percent. Keep in mind that millennials are the largest group in the US workforce, making up over a third of the working population.

A Future Forum Pulse survey of global IT workers found that 75% of workers want flexibility in where they work, and 93% want flexibility in when they work. Meanwhile, a recent Pew survey discovered 60% of workers that could do their job remotely would prefer to work from home either all or most of the time. That number was up 6% since 2020.

Something to keep in mind: not every job can be done remotely, and remote work is a scale, with hybrid models existing.

Commuting is a pain

We know employees don’t want to return, but why not? One of the largest reasons is also the simplest: giving up the commute and working from the comfort of home. Even the best offices with great company culture can’t compete with not having to commute every day. The most recent US Census found that the average American spends just under 28 minutes each way during their daily commute. Presumably, these Americans also go home, meaning almost an hour a day is dedicated just to traveling to and from work.

That’s a lot of time in transit that could be spent on other endeavors, so it’s hard not to empathize with employees. But there is another aspect many employers don’t realize: environmental concerns. Forbes contributor Mike Swigunski noted that many big businesses have committed to becoming carbon neutral but haven’t offered employees any way to be part of that goal. Decreasing the time spent commuting is a considerable boon to the environment.

Efficiency

Working from home does have its own distractions, but so does working in an office. Coworkers will always chat, conversations will be more frequent knowing a person is readily available, and so much time gets wasted in inefficient meetings. Without being bogged down in the day-to-day of office life, workers are able to be more productive remotely. In fact, Apollo Technical highlighted multiple studies confirming this trend.

 

“Several studies over the past few months show productivity while working remotely from home is better than working in an office setting. On average, those who work from home spend 10 minutes less a day being unproductive, work one more day a week, and are 47% more productive.” –Owl Labs

Output should be the key factor employers care about, and there is tangible data showing employees are able to not only meet but exceed expectations while working remotely. Based on this, savvy employers will find remote employees to be a positive.

Technology makes it easy

In a previous age, even fifteen years ago, a nation working remotely would be almost inconceivable. But our technology makes it a reality, and the ease of access is a huge appeal.

Many organizations fear that without in-person interactions or regular meetings, communication breaks down and corporate culture suffers. But this isn’t the case. Zoom and its competitors allow teams to regularly meet as often as necessary. And meeting time isn’t always used wisely anyway. Having employees commute to the office for small matters actually does more harm than good, as highlighted by Bloomberg.

Meanwhile, a well-made online onboarding process can make your new hires feel at home, and the dedication to remote work models can be viewed as a perk of a positive culture. Work-life balance is one of the most desirable cultural tenets, after all.

Mental health

Speaking of work-life balance, remote styles have proven to be a boon to the mental health of many workers. The pandemic created feelings of fear, uncertainty, isolation, and anxiety across the globe, and the virus isn’t gone yet. Anxiety among younger workers has increased exponentially during the pandemic. Many became accustomed to the comfort of working from home, away from crowds and constant eyes, and a return to the old ways can be triggering.

“People can just come up and start talking, or see what you’re doing on your computer. There’s no door to close so that you can have a moment to yourself,” Alexis, one of many young workers with social anxiety identified by BBC’s Kate Bishop, revealed.

Many workers even view the demand to return to the office as a control technique and that the return could be a way for managers that feel they’ve lost power to regain control.

“They feel like we’re not working if they can’t see us. It’s a boomer power-play.” –Portia Twidt

What can employers do?

In order to succeed in keeping talented workers around, employers need to adapt. If working remotely is a possibility in your industry, potential candidates will want to work remotely. Your competition is going to adapt, and you must too. You may feel like you’re giving up a lot, but working with your team will create happier, more loyal workers, and your organization can benefit from perks like lower office expenses, too.

Harvard Business Review discusses finding a hybrid model that works best for you. Employees don’t have to be 100% remote if it doesn’t fit your organization. Maximize the days employees are expected to come into the office by filling that time with productive meetings, training, and events.

Wrap up

The science shows that remote work is here to stay, and employees want it. The multiple benefits of working from home add up to a very appealing model that even the best offices can’t match. If you want to attract and maintain valuable employees, your organization needs to accept that forcing a return to the office can be costly. Discover the perks of a remote workforce and find a hybrid model that works best for both parties. Otherwise, you may find your organization falling behind.

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Successfully Showcasing Your Personality In An Interview

The interview process is much more complicated than it was in decades past. The ease of online applications and job boards, the number of emerging industries, and the rise of remote work mean that there are more positions and more competition for them than ever before. An applicant’s journey to the same position may look vastly different, but when hiring managers are down to their last few applicants, the education and experience levels are about equal. How then does a company make its final decision?

While your qualifications and experience are ultimately what a company seeks, at the end of the day, they are hiring a person to fill that role. Your individual personality means more to your interview process than you may think. In fact, CNBC cited a joint study between TopInterview and Resume-Library that found that personality was in the top three factors employers seek in their decision-making process. Personality joined skills and experience as the top trinity of factors, above education and appearance.

It’s a difficult dance showing off what makes you “you” while maintaining composure and professionalism, but the following tips will show you why your personality matters and how you can efficiently showcase your sparkling personality.

Why your personality matters

Organizations are filling a position because they have a need for a particular skill set, but you’re still joining a team of other human beings. You can be the most qualified candidate of all time, but if you don’t fit a company’s culture or are unpleasant to be around, you won’t get the job.

The aforementioned study cited by CNBC highlighted the growing prioritization by employees and employers on work culture and work-life balance. Since the pandemic, these values have further increased, and in the wake of the Great Reshuffling, the right fit for both parties is even more crucial.

“Employers have less talent to choose from than ever before, and this is encouraging them to think outside the box when it comes to assessing candidates’ potential and experience. Indeed, a key part of this is considering how well someone’s personality is going to fit in with their teams, so it’s crucial to stand out for all the right reasons.” Lee Biggins, CEO of Resume-Library

Unsurprisingly, the study found traits such as arrogance, entitlement, and dishonesty to be undesirable, while candidates who are confident, authentic, and reliable are more likely to be hired.

Marija Lazic of LegalJobs cited their own interview research trends, and many of these were related to first impressions and personality. Some highlights included:

71% of employers wouldn’t hire a candidate that doesn’t follow a dress code.

67% of job seekers don’t make eye contact.

39% of candidates are rejected due to confidence level, voice quality, or lack of smile.

Bad handshakes lead to 10% of job seekers being rejected.

Many of these statistics are based on antiquated ways of thinking, but the data shows the person matters just as much as the resume. If the wrong traits can mean missing out on the job, the right traits can help you land it.

How to showcase your personality

With this knowledge, how can you best display what makes you unique while still being professional? Balancing authenticity while pandering to the hiring manager may sound hypocritical, but you can still be “you”.

The first step is to research the company and the role. Researching the company beforehand is always the best practice anyway, but it’s a great way to get a feel for the culture, as well. Many companies will have a mission statement available on their website, which can clue you into what personality traits they desire. Social media makes this even easier, and you can look for reviews from past employees, reminds Glassdoor.

Daniel Bortz of Monster reiterates that choosing the right buzzwords is key. You’re still being honest and authentic but tactful when you describe yourself as adaptable, dependable, or full of integrity. You can show off your traits in a way that makes sense to the position.

“For a customer service job: “I’m a problem-solver by nature. My immediate goal when I speak to a customer is to get their issue resolved as quickly and efficiently as possible.”-Daniel Bortz

Engaging in casual conversation with your interviewer is valuable, too. The employer is hoping not only will you do the job well, but you’ll be a delightful person to work with. Casual, but appropriate, conversation shows authenticity and allows you to build a rapport and establish who you are beyond your qualifications.

Finally, at the end of an interview, a potential employer may ask you about your hobbies or interests. Nexxt’s Jason David believes this is the perfect time to paint the picture of who you are as a person. Treat this question like a first date and show the most interesting part of your personality (while still being work appropriate!). Don’t be afraid to share your uniqueness!

Wrap up

Who you are matters, and employers and employees alike are recognizing this fact more than ever in wake of the pandemic. Data shows that good employers value the right cultural fit just as much as your skills and qualifications. A bit of research and preparation can help you present your unique personality in a professional but authentic manner. You are more than your CV, so don’t be afraid to show off your personality during your job search.

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