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4 Ways HR Can Enable Stronger Manager-Employee Relationships
4 Ways HR Can Enable Stronger Manager-Employee Relationships

Managers are the conduit through which employees receive important communications, understand company values, and experience belonging, growth, a sense of purpose, and so much more. Their influence is impactful — and the manager-employee relationship is perhaps the most important one in an organization. Many of us are probably familiar with one of the most profound Gallup finding that managers account for 70% of the variance in team engagement. What can HR leaders do to assist and positively influence  manager-employee relationships? Manager-employee relationships: Managers are struggling and want help from HR A report from UKG earlier this year found that 46% of managers said they were likely to quit because of job-related stress. Like everyone else, they are affected by accelerating change at work and economic uncertainty. But unlike individual contributors and even leaders, managers are caught in the middle — expected to deliver on the demands of the business and to guide, coach, and relate to their reports in very humanistic ways. Hybrid work environments, along with employees’ changing expectations of their employers, have altered the manager’s role. At the same time, organizational support of key drivers of managerial effectiveness is declining. A 2023 study from Red Thread Research showed that organizational clarity on what employees need to do to succeed in the future fell 10 percentage points to 38% from 2021 to 2022. Data-based insights about team engagement declined by 7 points to 33%. According to Red Thread, this lower level of support drives employees’ view that their managers are less effective, even though employees view their manager’s behaviors as mostly unchanged year over year. Betterworks’ State of Performance Enablement research shows that managers want more help from HR, but only a quarter always get the support they need. Just under half receive some support, and about a third receive support either rarely or not at all. The bottom line is that organizations — specifically, the people in charge — have the responsibility and ability to adopt practices that will strengthen manager effectiveness and, ultimately, the manager-employee relationship. The outcomes are well worth the effort. In fact, Red Thread’s research reveals that companies with effective managers realize a higher NPS and greater engagement. Employees trust managers the most Without transparency and accountability, there is no trust. And without trust, everything becomes a steep hill to climb for the employee, the manager, and the employer. Betterworks’ State of Performance Enablement report shows that while employees trust their team members the most (68%), managers are a close second at 63%. It makes sense to continue to build on this trust by strengthening the manager-employee connection. Great conversations are a cornerstone of healthy manager-employee relationships. And research shows satisfaction with performance and career development conversations correlated to higher engagement, productivity, and intent to stay. To distill all this research to its essence, if HR leaders can, with the support of leadership, provide the support, resources, and tools to foster healthy manager-employee relationships, their organizations stand to reap positive outcomes — in engagement, productivity, and retention — far above the effort they put in. The key is communication, and here are 4 ways you can help your managers improve communication with their teams. Have managers set a clear vision for the team to sustain manager-employee relationships Managing challenging behaviors – such as steamrolling or overanalyzing – takes planning and communication on your part. It’s important to play to your people’s strengths and direct their energy toward common goals. The tone of your workplace has a lot to do with setting expectations – and that’s your job. When beginning a project, gather the right team members together to talk about objectives and goals. How does the project support the company’s values and vision? How does each person’s role support the goals? Everyone should be on the same page, working toward the same outcome. How the team arrives at the final goal may look different to each person because of their individual work style or energizer. So, it’s up to you to focus or redirect their strengths, make sure they understand their roles, give feedback along the way, and give them the support or independence they need to do great things. Remind team managers to assume nothing. You know what they say about assuming things! So as hard as this may be, come into the conversation with a clear head and an open mind. Giving the conversation’s participants the benefit of the doubt will help prevent them from getting defensive, which of course, will make conversation even more difficult and work to strain manager-employee relationships. This is an opportunity to practice compassion. Ask questions about people’s experiences and listen to what they say. Important things will be said and the better you listen, the better the people having the conversation will listen to each other. We all want to be heard and recognized, and this approach will put you in the right mindset to more effectively listen to your colleagues, even when it’s things that are hard to hear. You'll start to see stronger manager-employee relationships blossom. Use GRIT to approach conversations No, not grit…but GRIT: Generosity, Respect, Integrity and Truth. According to Laurie Sudbrink of Unlimited Coaching Solutions, “No one likes to be confronted. Most appreciate being helped. When engaging in a conversation to help, our intent will come from a better place. We won’t feel like we’re confronting the person, and our disposition aligns more naturally. I find it helpful to have an opening statement that portrays my intent. And then commit to being fully present and helpful throughout the dialogue.” Make work more human through technology Role play, or at minimum, putting yourself in the other’s shoes is an effective way to prepare for and practice tough or potentially uncomfortable conversations. Write down what you want to say and be clear on the goal of the conversation — what do you want someone to leave with? as an “a-ha” or action item? Rehearsing what and how you want to say something will help you keep the conversation direct and on track — avoiding distraction and saying hurtful things that may cause further issues or conflict. Further, this is where technology can come in to help. The basis for many interpersonal conflicts at work is poor communication; and poor communication often results from misunderstanding or a lack of truly understanding your conversation counterpart. If you had personality insights for the person with whom you’re communicating, you’d be able to take a more custom approach to the conversation. Whether it be in video meetings, on the phone, via email, or chat, you could have the kind of information needed to better communicate and collaborate with one another right at your fingertips – taking all of the guesswork out of it. Here’s how it works. Every team member takes a scientifically validated, 12-minute personality assessment. The plug-in then delivers those insights through the tools you use everyday: think tools like Microsoft Teams, Outlook, Gmail, calendars, Zoom, Slack, Webex, and more. When drafting an email, chatting with a colleague, or joining a meeting, this plug-in automatically surfaces useful, customized tips for more effective communication with peers. Imagine being able to click on meeting participants and see real-time tips and recommendations for communicating, motivating, and influencing. Imagine seeing this same information in aggregate for your meeting group. Imagine knowing who best to tap for helping leading certain initiatives while identifying those better suited to support, and who might benefit from a heads up on particular messages — all of which take into account your team members’ behaviors, motivators, and work energizers in an easy-to-understand way. As a team leader, you’re able to lay a strong foundation for more inclusive and efficient communication and for team members, along with:Creating more balanced, diverse & agile teams Optimizing team members’ impact by tapping into the unique behaviors, motivators & work energizers of each person. Experiencing the increased productivity that comes from improved team effectiveness.As a team member, you’re able to:Gain deeper understanding of one another, allowing better connection and ability to work through conflict Create deeper, more meaningful connection that translates into more effective collaborations and higher quality relationships at work Feel more engaged in your daily workProvide your team managers with tools that allow them to better understand others’ behaviors, motivators, and work energizers, along with preferences and tendencies related to communication, learning, and influencing, you can better craft your delivery — taking their style into consideration before you engage – customizing communication in ways that increase your chances of a positive outcome. That’s going to be your key to more engaged employees, strong manager-employee relationships, and better team performance.

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4 Ways to Effectively Manage Different Work Styles
4 Ways to Effectively Manage Different Work Styles

It’s no great secret that everyone works in different ways and that diverse styles or work energizers can often clash and lead to conflict. All employees have different styles of working that draw on their strengths and weaknesses, and these different styles make up a team culture. For teams to work together effectively, they should be aware of each other's ways of working, and leaders need to be able to manage different work styles to their advantage. A well-balanced team that draws on the strength of each member’s work styles can lead to increased productivity, innovation, and efficiency in the workplace. But nothing hurts productivity and growth like a team that doesn’t know how to work together. This often translates into lost time, workplace stress, financial costs, and employee departures. Why it’s important to understand each other’s work styles We know, figuring out how to manage different work styles is tough! If team members don’t feel challenged, motivated, or heard by others on their team, they will quickly dis-engage. And, if members don’t complement each other’s strengths and weaknesses, you’ll end up with a group that does too much or too little of one working style. Team members with the same work style and attitude can encounter a few hiccups. For instance, if everyone in a team thought only of strategies and end-goals without considering the finer details of accomplishing those goals (such as structure, time constraints, quality), execution rates would be low and work would fall behind schedule. Similarly, innovative, out-of-the-box thinking would be more of a hurdle if everyone preferred rigid and planned work structures. So what’s the right balance? The right balance of work styles As team leaders, we must understand and manage a variety of work styles every day to be effective. So let’s start with a quick little assessment. This test might sound a bit like you are at the eye doctor, but I promise it will be painless. Simply pick Option 1 or Option 2 for each of the following questions:When it comes to solving problems, do you tend to be more (1) Deliberate or (2) Decisive?  When it comes to relating to people, do you tend to be more (1) Reflective or (2) Outgoing?  When it comes to your work pace or level of urgency, do you tend to be more (1) Steady or (2) Spontaneous?  When it comes to processes and procedures, do you tend to be more (1) Cautious or (2) Freeform?Now count up your ONEs and TWOs. If you ended up with 3 or 4 ONEs, your overall work style is oriented toward stability. If you ended up with 3 or 4 TWOs, your overall work style is oriented toward change. If you ended up with 2 ONEs and 2 TWOs, you bring a balance between stability and change orientation. On any given team and depending on size, you may want at least two different types of work styles present. There’s a popular decision-making practice where employees assume different thinking hats. For example, one employee may be tasked with coming up with new ideas. They’re encouraged to bring unpredictable or possibly outlandish ideas to a meeting. Another employee is then tasked with being more discerning. They ask questions and assess the risks of different ideas.  By assigning team members a specific hat, at different times, for different projects it opens up for more inclusive discussions where a variety of ideas and perspectives can have a seat at the table. It’s a great way to bust dreaded group-think that often stifles innovation. This approach shows that every work style is a strength when expressed in the right situations.  So let’s walk through some key tips to keep in mind when managing people and teams with a mix of work styles. How to Manage Different Work Styles Set a clear vision for the team. Managing challenging behaviors – such as steamrolling or overanalyzing – takes planning and communication on your part. It’s important to play to your people’s strengths and direct their energy toward common goals. The tone of your workplace has a lot to do with setting expectations – and that’s your job. When beginning a project, gather the right team members together to talk about objectives and goals. How does the project support the company’s values and vision? How does each person’s role support the goals? Everyone should be on the same page, working toward the same outcome. How the team arrives at the final goal may look different to each person because of their individual work style or energizer. So, it’s up to you to focus or redirect their strengths, make sure they understand their roles, give feedback along the way, and give them the support or independence they need to do great things. Be aware of your own work style as the team leader. As leaders, we set the tone for our team. Every one of our team members can probably rattle off our behavioral traits without hesitation. When we are aware of our own tendencies and preferences, we have more opportunity to observe our own blind spots and change course when necessary. Not sure what your own behavior tendencies, motivators, and work energizers are? Take this assessment.  Harness the power of diversity of thought and inclusion. When a team can see and understand how each person brings unique work-style strengths to the team, their capacity for better collaboration increases. Measure your team’s unique culture and determine the shared strengths of the team, as well as each individual team member. Talk about how different work styles have benefited the team. Run a Team Culture Playbook Dynamics can ebb and flow and sometimes things change. To keep a pulse on your team, consider monthly team huddles that act as a temperature check on your team. Using a Team Culture Playbook, you can align culture to strategy and improve your team’s performance. It’s a three-step process to help guide you through driving better collaboration, inclusion, and team effectiveness more quickly. During these huddles, you and your team will discuss differences, strengths, priorities, and actions for the future so each member can work better together. With ongoing, frequent, and bite-sized assessment of your team’s culture, you’ll be well on your way to retaining and re-engaging team members while improving your team culture. Be intentional with your team meetings. Put your knowledge of each team member’s work styles to use during team meetings. Ensure you actively bring in your more reflective team members, as they may not readily volunteer what they are thinking. Tap into people who are wired for a specific topic. For instance, ask your freeform team members to come prepared with some new ideas. Leading team meetings with intention makes the meeting outcome more productive, and it allows you to draw on different team members’ strengths. It’s also important to meet people where they are. So, when you’re working with someone who relies on facts to make decisions, you should provide information that supports why something needs to be done. And you should expect that person will do her own research to verify your information. It’s simply how she works. However, to adapt your management style to meet a real go-getter, you’ll want to be very direct with this team member. Tell him where he stands, what needs to be done, then get out of his way and let him do it. He’s all about getting it done. This team member will appreciate knowing where he stands with you. On the other hand, when you have a very social person on your team, you can expect to spend the first 5-10 minutes talking about family, current events, or other happenings before getting down to business. Meeting each employee where they are when you interact with them in meetings will go a long way toward fostering the trust you need to execute on the vision you have set. The variety of people on a team directly affects employee engagement, productivity, and retention. Your ability to manage different work styles will impact those areas. So, it is important to understand your own and your team members’ work styles and how they influence team culture. You can then bring balance to your teams, allowing each member to do their best work. If you’re not sure where to start, we can help. Click here to request a free team culture map for up to 10 team members, and we’ll set you on the path to improved team performance.

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5 Tips for Building Human Connection on Your Team
5 Tips for Building Human Connection on Your Team

We spend half our waking weekday hours working. So it's no surprise that so many of us place a high value on our work friendships and close working relationships with colleagues. And if you think about it, those relationships exist because the conditions were just right for creating connection at work. A warm team environment can make or break the employee experience. But with the rise of remote work and flexible scheduling, it’s harder than ever to form those tight-knit bonds with co-workers. In fact, according to Gallup, 9 in 10 remote-capable employees prefer remote flexibility, and 6 in 10 prefer hybrid work. Of those preferring hybrid work, one of the top reasons for it was a desire to feel more connected to team members and to the organization. And there are major benefits to enabling connection among team members. So in our more remote, work-from-anywhere world, establishing human connection isn’t impossible. It just takes some more effort and focus. Employers increasingly need to play an active role in fostering these connections and ensuring employees feel engaged and motivated at work. But why? Creating Connection at Work Improves Employee Retention What secured your new hire is not going to keep them. Employers are attracting employees through flexible work, competitive salary and benefits, and claims of work-life balance. Employees will choose to stay when they feel connected to their peers, manager, organization, and work. Employee retention about getting the basics right. Building connection means ensuring new employees feel a tie to their work. They understand how they are contributing meaningfully to the mission of the organization, and have a sense of belonging. People must feel these connections immediately. In the virtual workplace, employers must work even harder to make and keep connections. Often this means entirely revamping onboarding for greater effectiveness.  Below are some tips to help you start creating connection at work for your employees. Tip 1: Start connecting with employees at recruitment & onboarding First, show candidates how your organization is one that is worth their investment even before they accept a new job. In a world where many HR processes are automated, organizations that take a personalized approach to hiring will make a strong impression. For example, automating tax form completion is efficient, but having a personal conversation about an employee’s start date elevates the experience of connection.  Handwritten notes, phone calls to check in, and introductions to fellow employees are ways to draw employees in before they get started -- and plant seeds for creating connection. Figure out how your new hires learn and communicate best, and then tailor the onboarding and training to those tendencies. It’s easy to figure that out when you use a psychometric assessment that shows an employee's common behaviors, motivators, values, and work energizers. This is the kind of information that you often only get after months or even years of working with someone, but with just a quick 12-minute personality survey, you can get at this info quickly – and start leveraging it to build connection during onboarding. Your new-hire will feel the difference! Tip 2: Make appreciation a part of work An act of appreciation or recognition is a key factor in feeling connected. When someone takes the time to acknowledge or appreciate your efforts, it has a powerful effect. It says “I see you.” An employee recognition program can be formal or as simple as increasing and normalizing appreciation. In fact, when employees are thanked 12 times, attrition falls to just 2%. Workers recognized in the last month are half as likely to be looking for a new job (26% vs 49%). And you can even institute compelling recognition programs even if you have a small team or limited budget. No matter where you land on this spectrum, here are some ideas to get started. Spotlighting strong performance can transform a content employee into a fully engaged one who actively pushes for greater things. Drives Excellence – Employee recognition is the foundation for creating a high-performing team. It strengthens relationships and provides a clear purpose aligned to achievable goals. Recognizing performance allows business leaders to drive toward key goals like retention by connecting people and culture to shared purpose. Increases Engagement – Eighty-four percent of those surveyed in this SHRM/Workhuman Employee Recognition Survey said that social recognition measurably and positively impacted engagement. Reinforces Company Values – Because employee recognition should be designed with rewards that map back specifically to each value, it integrates those ideals into employees’ everyday thoughts and actions. Nurtures Trust – According to a 2017 study, nearly 90% of employees who received recognition from their boss indicated high levels of trust in that relationship vs. just 48% for those who received no recognition. Research shows that workers who trust senior leaders are nearly 2x as likely to be engaged. Impacts Bottom Line - Organizations with formal recognition programs have 31% less voluntary turnover than organizations that don't have any program at all.Start simple…add an agenda item to your meeting to go around the group and let people “shout out” appreciation to anyone who’s helped them or done something noteworthy since the last meeting. It’s simple but powerful, and helps people bond. Tip 3: Make meetings more personal and less transactional to create connection at work We all still spend a lot of time in meetings, and while they can feel like a necessary evil at work, they can be an incredible opportunity to build overlap with others when approached with that intention. The key is to invite people to share more about themselves in the meeting. One effective way teams do this is by adding a “question of the day” to the agenda. The question might be something as simple as “where did you grow up?” to something more fun like “what’s your favorite movie of all time and why?” The goal is simply to invite people to share more about themselves in a safe, nonthreatening way. The magic of doing this is in the potential for a spark of connection. When two people realize that they grew up in the same place or share a common interest, they take a step or two away from just being co-workers in the direction of becoming friends. Tip 4: Creating connection at work through communities of practice A community of practice (CoP) is a group of people who share a common concern, a set of problems, or an interest in a topic and who come together to fulfill both individual and group goals. Communities of practice exist to take advantage of the expertise within the company. They give employees and teams opportunities to share their knowledge, brainstorm, and collaborate across multiple locations – of which builds connections among employees who might not otherwise have to interact. Employees involved in communities of practice have opportunities to develop their current areas of expertise and grow their knowledge by solving problems with their colleagues. They also gain the advantage of feedback and support from experts. Documents related to the communities of practice are stored in a library accessible to employees. The work performed by these key players benefits others later. Tip 5: Use integrations within your existing communication tools For any work arrangement, whether in-office, hybrid, or remote, keeping your employees connected through technology is a must. Beyond using email, Slack, Teams, Zoom, or other collaboration software, consider squeezing more from your investment in those tools by integrating a quick add-on that gives each team member the insights needed to establish stronger relationships with another – all before they even start communicating.  When drafting an email, chatting with a colleague, or joining a meeting, this add-on automatically surfaces useful, customized tips for more effective communication that ends up helping you improve your relationships at work. Consider the use case of one-on-one check-ins. One of the most powerful and simple steps a manager can take to help an employee feel more connected and productive is to check in with the employee regularly. Learning how to check-in effectively means inviting the conversations that really matter with the employee and providing the support and encouragement they need. Now, add in a layer of knowing how best to approach that employee based on their communication, collaboration, and work styles, and your one-on-ones will be more productive than ever – and your employee will feel more seen and connected than ever. It's a way to start creating connection at work before you even meet, and it’s a total game changer for managers.

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5 Ways to Boost Employee Motivation
5 Ways to Boost Employee Motivation

If your employees don’t seem motivated, it’s not necessarily a sign of a bigger problem, but it may signal that your company could be doing more to support its people. So, how can you instill that ‘let’s go’ attitude? Let’s take a closer look at the ins and outs of employee motivation. What is employee motivation? Employee motivation is the level of drive workers invest in their tasks and responsibilities. It’s a measure of how focused and ambitious they are when they’re on the clock. It sounds a lot like employee engagement, but employee motivation and engagement differ. Motivation is just one component of engagement, which is the level of enthusiasm and connection employees have with their organization. You can break employee engagement down into five factors:Pride Recommendation Present commitment Future commitment MotivationMotivation plays an important role in engagement, but the terms aren’t interchangeable.  To keep it simple, think of it like this:Motivation describes employee drive Engagement describes employee interest, commitment, and enthusiasmHow to motivate employees: 5 strategies to boost employee motivation Higher employee motivation is tied to better job satisfaction, performance, and even retention. So, understandably, leaders want to know: How do you motivate employees and reap those benefits? Here are five employee motivation strategies to fuel their sense of drive and ambition. 1. Build your baseline It’s easier to improve employee motivation if you know where you’re starting. Collecting employee feedback can help you understand how motivated they’re currently feeling in their roles, as well as what they need to feel even more motivated at work. You could do a separate survey focused specifically on employee motivation or look at the questions in your employee engagement survey that pertain specifically to their level of drive. Gathering employee feedback is also an opportunity to assess how they feel about other important aspects of your workplace – compensation, benefits, and leadership. All of those impact their level of motivation as well. 2. Connect employees to a bigger purpose Plenty of research shows that employees are increasingly looking for a sense of purpose at work. And when an impressive 70% of employees say their own sense of purpose is defined by what they do for a living, organizations need to be up to the task of helping employees find that sense of fulfillment and meaning. The good news is that this isn’t just a feel-good activity for employees – it benefits employers too, as studies show that meaningful work boosts both motivation and performance. One of the best ways to foster this sense of meaning and purpose is to show employees why their work matters. They may not have the same level of visibility as leaders, so managers will need to connect those dots for them:How does their individual work contribute to team or organization-wide goals? Why are those goals important to the organization? Why are those goals important for the broader industry or community?By tracing work upwards in this way, employees get a much better sense of where and how they fit in – which makes their work feel more valuable and, as a result, more motivating. 3. Build social support Social relatedness – the term for feeling connected to other people – is proven to increase motivation at work. But unfortunately, that feeling of belonging is harder to come by these days, particularly with many teams still working remotely or in a hybrid format. In fact, two-thirds of workers admit that they feel disconnected from their colleagues. Providing regular opportunities for team members to forge bonds with each other might sound like it would detract from motivation, but the opposite is true – it adds to it. Whether you do something small like dedicate the first 10 minutes of your weekly team meeting to personal small talk or something big like scheduling a team-wide offsite, strengthening these relationships can work wonders for motivation. Research shows that simply feeling like part of a team increases motivation for challenging tasks. In addition to these tactics, you can invest in tools that are designed to infuse inclusion and belonging into team’s daily workflows. These tools work to build a foundation of understanding between team members that ultimately make people feel seen, heard and valued. 4. Offer adequate praise and recognition When we receive praise or a compliment, our brains release dopamine. While it’s often thought of as a feel-good brain chemical, it’s actually closely tied to motivation. The gist is that your brain really likes dopamine, and it gives you a major nudge to pursue more of that reward. Even that quick brain science lesson should be enough to show you that a little bit of employee recognition can go a long way in increasing motivation – and engagement too. According to research from Gallup, employees who receive great recognition are 20 times as likely to be engaged as employees who receive poor recognition. Recognition doesn’t need to be complex. A simple shoutout in a meeting or a handwritten note to recognize a job well done can help people feel more seen and valued. Just be careful about keeping things even, because employees will notice if you play favorites. Only 26% of employees strongly agree that they receive similar recognition as other team members with similar performance levels. And while a hearty “Nice work!” from a direct supervisor carries a lot of weight, be sure to encourage frequent peer-to-peer recognition too. Research shows that this type of praise increases engagement, performance, and motivation. 5. Encourage advancement opportunities When employees see a clear path forward, they’re more likely to actually want to take those steps. That’s why career development positively influences employee performance and motivation – employees are driven to move toward future achievements and milestones. Career growth opportunities fuel both types of motivation: intrinsic and extrinsic. Intrinsic motivation refers to doing something because of the inherent satisfaction you get, while extrinsic means doing something in pursuit of external rewards. Both come into play with career advancement. Employees get a sense of accomplishment from learning new skills or tackling new challenges, as well as more tangible rewards like certifications, raises, or promotions. Leaders can capitalize on this by outlining a motivating future for employees, including clear career goals, and then supporting employee development with plenty of resources, progress tracking, and regular check-ins. After all, it’s hard for employees to muster the motivation to move toward a finish line if they don’t know what or where it is. Employee motivation doesn’t have to be a mystery The world of work is changing rapidly, and so is what helps employees feel their most focused and motivated. Ultimately, it’s up to leaders and organizations to figure out how to feed that fire.

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6 Ways to Build a More Collaborative Team
6 Ways to Build a More Collaborative Team

Strengthening your organization’s capacity for collaboration requires a combination of long-term investments—in building relationships and trust, in developing a culture in which management and people leaders are role models of cooperation—and smart near-term decisions about the ways teams are formed, roles are defined, and challenges and tasks are articulated. Practices and structures that may have worked well with simple teams of people who were all in one location and knew one another are likely to lead to failure when teams grow more complex and become distributed, so the question becomes just how to build a more collaborative team. Reasons Team Collaboration May Suffer When tackling a major initiative like an acquisition or an overhaul of internal systems, companies rely on large, diverse teams of specialists to get the job done. These teams often are convened quickly to meet an urgent need and work together virtually, collaborating online and sometimes over long distances. Appointing such a team is frequently the only way to assemble the knowledge and breadth required to pull off many of the complex tasks businesses face today. When the BBC covers the World Cup or the Olympics, for instance, it gathers a large team of researchers, writers, producers, cameramen, and technicians, many of whom have not met before the project. These specialists work together under the high pressure of a “no retake” environment, with just one chance to record the action. Similarly, when the central IT team at Hilton Grand sets out to develop sophisticated systems to enhance guest experiences, it has to collaborate closely with independent hotel owners, customer-experience experts, global brand managers, and regional heads, each with his or her own agenda and needs. Consider this though. Although teams that are that large, virtual, diverse, and composed of highly skilled specialists are crucial to addressing challenging projects, those same four characteristics can make it hard for teams to get anything done. For example, members of complex teams are less likely to share knowledge freely, to learn from one another, to shift workloads flexibly to break up unexpected bottlenecks, to help one another complete jobs and meet deadlines, and to share resources—in other words, to collaborate.  As teams become more virtual or distributed, we also see collaboration decline, unless the company has taken measures to establish a collaborative culture. As for diversity, the challenging tasks facing businesses today almost always require the input and expertise of people with disparate views and backgrounds to create cross-fertilization that sparks insight and innovation. But diversity also creates problems.  Research shows that team members collaborate more easily and naturally if they perceive themselves as being alike. The differences that inhibit collaboration include not only nationality but also age, educational level, and even tenure. Greater diversity also often means that team members are working with people that they know only superficially or have never met before—colleagues drawn from other divisions of the company, perhaps, or even from outside it. As you might imagine, team members become less likely to share knowledge or exhibit other collaborative behaviors. So how can you strengthen your organization’s ability to perform complex collaborative tasks—to maximize the effectiveness of large, diverse teams, while minimizing the disadvantages posed by their structure and composition -- that is, how to build a more collaborative team? 1. Secure Top Level Support to Build a Collaborative Team How to build a collaborative team when you aren't supported? You can't! At the most basic level, a team’s success or failure at collaborating reflects the philosophy of top executives in the organization. Teams do well when executive management invests in supporting social relationships, demonstrates collaborative behavior, and creates positive interactions with employees and colleagues. The most collaborative companies have “signature” practices—practices that are memorable, difficult for others to replicate, and particularly well suited to their own business environment. For example, when Royal Bank of Scotland’s CEO, Fred Goodwin, invested £350 million to open a new headquarters building outside Edinburgh in 2005, one of his goals was to foster productive collaboration among employees. Built around an indoor atrium, the new structure allows more than 3,000 people from the firm to rub shoulders daily. The headquarters is designed to improve communication, increase the exchange of ideas, and create a sense of community among employees. Many of the offices have an open layout and look over the atrium—a vast transparent space. The campus is set up like a small town, with retail shops, restaurants, jogging tracks and cycling trails, spaces for picnics and barbecues—even a leisure club complete with swimming pool, gym, dance studios, tennis courts, and football pitches. The idea is that with a private “Main Street” running through the headquarters, employees will remain on the campus throughout the day—and be out of their offices mingling with colleagues for at least a portion of it. To ensure that non-headquarters staff members feel they are a part of the action, Goodwin also commissioned an adjoining business school, where employees from other locations meet and learn. The visitors are encouraged to spend time on the headquarters campus and at forums designed to give employees opportunities to build relationships. Modeling collaborative behavior. In companies with thousands of employees, relatively few have the opportunity to observe the behavior of the senior team on a day-to-day basis. Nonetheless, even perceived behavior of senior executives plays a significant role in determining how cooperative teams are prepared to be. While the behavior of the executive team is crucial to supporting a culture of collaboration, the challenge is to make that behavior visible.  One way to do this is to invest in travel again. This investment in face-to-face interaction creates many opportunities for people across the company to see the top executives in action. Internal communication should be frequent and open, because the senior team’s collaborative nature trickles down throughout the organization. Employees quickly learn that the best way to get things done is through informal networks. And the most productive, innovative teams are led by people who are both task- and relationship-oriented. What’s more, these leaders can change their style during the project. 2. Have Focused HR Practices for How to Build a More Collaborative Team So what about human resources? Is collaboration solely in the hands of the executive team? Studies have looked at the impact of a wide variety of HR practices, including selection, performance management, promotion, rewards, and training, as well as formally sponsored coaching and mentoring programs. Some studies, for example, show that the type of reward system—whether based on team or individual achievement, or tied explicitly to collaborative behavior or not—had no discernible effect on complex teams’ productivity and innovation. Although many formal HR programs may have limited impact, two practices did improve team performance: training in skills related to collaborative behavior, and support for informal community building. Where collaboration was strong, the HR team has typically made a significant investment in one or both of those practices—often in ways that uniquely represent the company’s culture and business strategy. In the research, PricewaterhouseCoopers emerges as having one of the strongest capabilities in productive collaboration. With responsibility for developing 140,000+ employees in nearly 150 countries, PwC’s training includes modules that address teamwork, emotional intelligence, networking, holding difficult conversations, coaching, corporate social responsibility, and communicating the firm’s strategy and shared values. PwC also teaches employees how to influence others effectively and build healthy partnerships. 3. Support Community Building While a communal spirit can develop spontaneously, HR can also play a critical role in cultivating it, by sponsoring group events and activities such as women’s networks, ERGs, or creating policies and practices that encourage them. For example, at ABN Amro, teams rated the company’s support for informal communities very positively. The firm makes the technology needed for long-distance collaboration readily available to groups of individuals with shared interests—for instance, in specific technologies or markets—who hold frequent web conferences and communicate actively online. The company also encourages employees that travel to a new location to arrange meetings with as many people as possible. As projects are completed, working groups disband but employees maintain networks of connections. These practices serve to build a strong community over time—one that sets the stage for success with future projects. 4. Foster Collaborative People Leaders How can you expect teams to be collaborative if their leaders aren't? So it’s no surprise that the most productive, innovative, and healthiest teams are typically led by people who are both task- and relationship-oriented. These leaders change their style during a project. Specifically, at the early stages they exhibit task-oriented leadership: They make the goal clear, engage in debates about commitments, and clarify the responsibilities of individual team members. However, at a certain point in the development of the project, they switch to a relationship orientation. This shift often takes place once team members have nailed down the goals and their accountabilities and when the initial tensions around sharing knowledge begin to emerge.  Producing team leaders that have both relationship and task skills should be a core goal of team-leadership development for companies. A company’s performance-review process should emphasize growth in both kinds of skills. As evidence of their relationship skills, managers are asked to describe their peer network and cite examples of specific ways that network helped them succeed. They also must provide examples of how they’ve used relationship building to get things done. The development plans that follow these conversations explicitly map out how the managers can improve specific elements of their social relationships and networks. Such a plan might include, for instance, having lunch regularly with people from a particular community of interest. To improve task leadership, have potential leaders participate in project-management certification programs, taking refresher courses to maintain their skills over time. Evidence of both kinds of capabilities becomes a significant criterion on which people are selected for key leadership roles at the company. 5. Clearly Define Roles How to build a collaborative team without clearly defined roles? Good luck! Collaboration improves when the roles of individual team members are clearly defined and well understood—when individuals feel that they can do a significant portion of their work independently. Without such clarity, team members are likely to waste too much energy negotiating roles or protecting turf, rather than focus on the task. In addition, team members are more likely to want to collaborate if the path to achieving the team’s goal is left somewhat ambiguous. If a team perceives the task as one that requires creativity, where the approach is not yet well known or predefined, its members are more likely to invest time and energy in collaboration. Let’s look at a study of the teams at the BBC, who were responsible for the radio and television broadcasts of the 2006 Proms (a two-month-long musical celebration), the team that televised the 2006 World Cup, and a team responsible for daytime television news. These teams were large—133 people worked on the Proms, 66 on the World Cup, and 72 on the news—and included members with a wide range of skills and from many disciplines. One would imagine, therefore, that there was a strong possibility of confusion among team members. To the contrary, researchers found that the BBC’s teams scored among the highest with regard to the clarity with which members viewed their own roles and the roles of others. Every team was composed of specialists who had deep expertise in their given function, and each person had a clearly defined role. There was little overlap between the responsibilities of the sound technician and the camera operator, and so on. Yet the tasks the BBC teams tackle are, by their very nature, uncertain, particularly when they involve breaking news. The trick the BBC has pulled off has been to clarify team members’ individual roles with so much precision that it keeps friction to a minimum. 6. How to Build a More Collaborative Team? Invest in Collaboration Technology To accelerate all of these practices and with pandemic-imposed changes to business models, you’ll need to build and empower teams with the right tools. As your company grows or pivots, it’s critical to invest in solutions that can power more effective cross-functional collaboration and increase employee productivity. In a recent study conducted by real estate property technology provider JLL Technologies, 55% of office-based employees are now in a hybrid working pattern. Still, companies on average have adopted only four out of 15 recommended technologies to address the hybrid work transformation.  For its “Technology and Innovation in the Hybrid Age” study, JLL created a list of what it calls “anchor technologies” that employers should consider providing employees. They include technology that addresses remote working, in-office collaboration, workplace experience, digital connectivity and more. It doesn’t have to be a large undertaking or expensive. A cost-effective way to think of this is to create a baseline KPI, such as profit per employee. As you invest in productivity tools, your profit per employee has the ability to increase. This assumes you are growing the business. If revenue is consistent, then you would be looking at productivity solutions that allow you to reduce costs and overhead. Either way, consider implementing a collaboration and coaching solution. It’s one of the most important technology tools in the healthy team toolkit. This can begin as easily as putting personality insights at the fingertips of every employee, where they communicate most often --  think video meetings, email, and chat. You’re probably already using communication tools like Slack, Microsoft Teams, Gmail, Outlooks and more! But you’re probably not optimizing your use of those tools for your team.  With a simple plug-in, you can give your staff the kind of information needed to better communicate and collaborate with one another, build trust more quickly, and take the guesswork out of ‘how to collaborate’ – allowing them to spend time on the work that matters. For example, imagine being able to click on meeting participants and see real-time tips and recommendations for communicating, motivating, and influencing. Imagine seeing this same information in aggregate for your meeting group. Imagine knowing who best to tap on for pre- or post-meeting action items, for helping leading certain initiatives while identifying those better suited to document or support, and who might benefit from a heads up on particular messages — all of which take into account your team members’ behaviors, motivators, and work energizers in an easy-to-understand way. It’s important to give team members the opportunity to thrive and do the job they were hired to do -- instead of requiring them to spend their valuable time figuring out how to work better with one another. The truth is, most people won’t take their time to figure out how to collaborate better, and as a result, connection wanes, relationships are reduced to transactions, and performance suffers. Don’t let team members go down this road when there are easier tech-enabled ways to do it. Doing so drives trust in your processes and leadership ability, and keeps employees engaged and performing at their highest levels. That's how to build a more collaborative team. At the end of the day, most of the factors that impede collaboration today would have impeded collaboration at any time in history. However, the teams of yesterday didn’t require the same amount of members, diversity, long-distance cooperation, or expertise that teams now need to solve today’s global, increasingly complex business challenges. So the models for teams should realign with the demands of the current business environment. Through careful attention to the factors described here is how to build a collaborative team, and in doing so, companies can ultimately experience better performance across the board.

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A Guide to Increasing Employee Engagement Among Distributed Teams
A Guide to Increasing Employee Engagement Among Distributed Teams

A fast employee churn rate can lead to higher training costs, low employee morale, and operational inefficiencies. Eventually, it can reduce your profits and negatively impact your bottom line. That’s why it’s important for businesses to learn how to prepare for it but, better yet, actually focus on slowing it by increasing employee engagement. Last year, Gallup reported that while the number of engaged workers held steady at 32% the number of actively disengaged employees rose to 18%. This is not good news when you consider that a disengaged employee is 2.3x more likely to be exploring other jobs! Employee engagement is a measure of employees’ commitment to helping their organization achieve its goals. It’s demonstrated by how employees think, feel, and act, as well as the emotional connection employees feel towards their organization, their work, and their teams.  Before the pandemic, engagement and well-being were rising globally for nearly a decade -- but now, they're stagnant, and most believe it’s because they don't find their work meaningful. Now is no time to take our eyes off the road when it comes to employees’ personal and professional well-being. Addressing the structural and cultural issues that create disengagement in your organization is the first step to laying the foundation for a new and better employee experience. Top Reasons for Employee Disengagement & Turnover Now more than ever, organizations are actively discussing the importance of employee engagement, but not everyone agrees on how to define and measure it. For our purposes, let’s define it as a state and behavior in which employees are enthralled by their work and devote their hearts and minds to it. Engagement like this requires true connection– connection to others, the team, and business goals. Engagement like this is founded on an organization’s and team member’s trust, integrity, two-way commitment, and communication. Here’s Why Increasing Employee Engagement Matters Employee engagement helps businesses succeed by improving organizational and individual performance, productivity, and well being. With the right employee engagement software, strategy, and leadership buy-in, an employee engagement strategy is:Quantifiable;  Can be cultivated and substantially increased; and conversely, Can be squandered and discarded.It’s no secret that companies with engaged workforces vastly outperform those without them. When people feel their work matters and that they’re valued, the sky is the limit. Employee engagement has a very real impact on organizational success. Companies with highly engaged workforces are 24% more profitable. (Gallup) Disengaged employees cost organizations an estimated $450-550 billion each year. (The Engagement Institute) 80% of employees said learning and development opportunities would help them feel more engaged on the job. (Udemy) Engaged employees are 44% more productive than workers who merely feel satisfied. (Bain & Company)The Best Ways to Increase Employee Engagement Employees can only perform at a high level when they’re set up for success, with the right tools, processes, and guardrails in place for optimal productivity. Creating an engaging, motivating, and supportive employee experience increases productivity and leads employees to being:15x more likely to recommend the company to friends and colleagues. 1.5x more willing to learn new skills and responsibilities. Almost 6x more likely to plan on staying for a full career.The good news…your employee engagement ideas don’t have to break the bank. They just need to be deliberate, thoughtful and work in unison. With these five keys, you’ll be well on your way to building a stronger internal brand, energizing employees, and promoting employee advocacy.Enable Mentorship, Learning & Initiatives   Actively Combat Burnout Recognize Employee Contributions Big or Small Make Time to Connect & Communicate Use Technology to Create a Work Environment Based on Connection & TrustAt the end of the day, employee engagement involves a person’s perception, feelings, and beliefs about the business, the people they work with, leadership, and the work itself. The drivers of employee engagement are highly personal, dependent on the company culture, and while they vary for each individual, these employee engagement ideas have proven to boost retention and coax the disengaged back into the game. Ensuring a positive and empowering working environment where all employees feel valued and connected doesn’t just help your company; it helps your people. An employee who feels connection to others is an employee who is more likely to find their work meaningful. An employee who finds their work meaningful is an employee likely to be engaged – demonstrating through their work a commitment to the overall success of the business.

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Creating Positive Connections from Asynchronous Communication Tools: Slack & Microsoft Teams
Creating Positive Connections from Asynchronous Communication Tools: Slack & Microsoft Teams

There’s just no denying it. Positive connections in the workplace are paramount. They breed collaboration, spark innovation, and foster employee satisfaction. So how do smart organizations create positive connections in a workplace where colleagues are working from different locations and even different time zones? The secret lies in asynchronous communication. In answer, companies are increasingly adopting asynchronous tools like Slack and Microsoft Teams. They provide a unique avenue for cultivating connections that transcend geographical boundaries and time zones. Asynchronous tools facilitate communication that doesn’t require an immediate response. In turn, this allows flexibility and convenience which, of course, is extremely important in our fast-paced work environments. While these tools are often associated with work-related interactions, their potential to foster positive interpersonal connections is immense. However, leveraging asynchronous communication tools to create positive connections can be challenging. How can we ensure meaningful interaction while dealing with delayed responses? How can we maintain camaraderie among team members who may never meet in person? This article aims to address these questions and more while offering actionable strategies for fostering positive connections using Slack and Microsoft Teams. Understanding Asynchronous Communication Asynchronous communication is a form of communication that doesn’t require all parties to interact concurrently. It’s like the digital equivalent of leaving a note on someone’s desk. This style of communication has become crucial in today’s most common work environments. Team members may be in a meeting or “heads down” working and the interruption of a phone call or a desk drop-by is not preferred.  Asynchronous communication tools offer numerous benefits, including increased productivity, flexibility, and inclusivity. Team members can:Manage their time efficiently Respond to messages when they prefer, when they are available, and when they're most productive Communicate with colleagues without worrying about disrupting others' schedulesHowever, asynchronous communication also poses some challenges. Ensuring everyone is on the same page when they’re not online simultaneously can be tough. It can also lead to feelings of isolation or disconnection among team members. Therefore, it's essential to be proactive in fostering positive connections using these tools. Asynchronous Communication Tools: Slack and Microsoft Teams Slack and Microsoft Teams are leading platforms in the realm of digital communication. Offering a range of features from direct messaging to file sharing, these tools facilitate seamless and efficient communication. But more than that, they provide opportunities to create and foster positive connections among team members. Slack operates with a focus on channels and direct messaging. This allows for streamlined conversations on a variety of topics. Microsoft Teams integrates with the broader Microsoft Suite. Which supports project collaboration in addition to communication. These features encourage:Work-related discussions Casual conversations Team bondingIt's important to note that both of these platforms offer features that allow for real-time communication as well. This flexibility caters to different communication styles and needs, making them powerful tools for creating positive workplace connections. Strategies for Creating Positive Connections through Asynchronous Tools Recognizing that these tools are playing an increasingly important role in digital-first workspaces, it is crucial for organizations to leverage them in a way that creates positive connections and more effective collaboration. The following suggestions can help your organization get the most out of asynchronous communication tools like Slack and Teams. Develop a Clear and Consistent Communication Protocol A well-defined communication protocol is the foundation for creating positive connections. Especially when it comes to asynchronous tools and remote workers. This protocol should cover all aspects of your team's communication, including:Which tools, channels, and threads to use for what purposes Expectations for response times What type of information should be shared in such a tool compared to email or a meeting Guidelines for respectful and productive communicationSimilarly, establishing 'quiet hours' during which direct messages are discouraged is a good best practice. This can help team members respect each other's time.  Clear communication guidelines help avoid confusion, create a sense of order and reliability, and demonstrate respect for each other's time and effort. This, in turn, fosters trust and positivity among team members. Encourage Regular Updates and Check-ins Yes, asynchronous communication allows team members to interact at their own convenience. However, it's essential to ensure that everyone stays in the loop. Send regular updates about ongoing projects, changes in policies, or team achievements. This practice can maintain a sense of unity and inclusivity. Additionally, periodic check-ins can help maintain connections. Whether individually or as a team. These check-ins don't have to be lengthy meetings either. They can simply be a daily or weekly message thread where challenges and current projects are shared. Not only does this practice keep everyone informed, but it also provides opportunities to offer assistance, advice, or encouragement. Balance Professional and Personal Asynchronous Communication The primary purpose of tools like Slack and Microsoft Teams is work-related communication. However, they can also be a platform for personal interaction. Casual conversation channels where team members can share personal news or interesting content can encourage camaraderie and make the virtual workspace feel more personal. These channels also provide an avenue for team members to express their personalities and engage on a more human level. This can strengthen relationships and create a more positive, enjoyable work environment. However, it's important to maintain a balance and ensure that these interactions remain respectful and inclusive. Promote and Facilitate Learning Learning is a powerful bonding tool. Encourage team members to share relevant articles, resources, or learning opportunities in dedicated channels. This not only promotes continuous professional development but also fosters a culture of sharing and collaboration. Furthermore, consider organizing regular learning sessions where team members can share their expertise or explore a new tool. These sessions can be a great way to facilitate knowledge sharing and build stronger connections between team members. Celebrate Wins and Acknowledge Efforts Acknowledging hard work and celebrating wins—no matter how big or small—can boost team morale and cultivate a positive feedback culture. It can be as simple as sending a congratulatory message to a team member who's done well or sharing team milestones in a common channel. These practices show team members that their efforts are seen and appreciated, fostering a sense of belonging and positivity. Embrace Bolt-on Technologies to Optimize Asynchronous Communication Whether in-office, hybrid, or remote, keeping your teams connected through technology is a must. Beyond using Slack, Teams, or other collaboration software, consider squeezing more from your investment in those tools by integrating a quick bolt-on that gives each team member the insights needed to establish stronger relationships with another. When drafting an email, chatting with a colleague, or joining a meeting, this add-on automatically surfaces useful, customized tips for more effective communication that ends up helping you improve your relationships at work. Consider the case of the one-on-one check-ins. We already know that one of the most powerful and simple steps a manager can take to help an employee feel more connected and productive is to check in with them regularly. Learning how to check-in effectively means inviting the conversations that really matter with the employee and providing the support and encouragement they need. Now, add in a layer of knowing how best to approach that employee based on their communication, collaboration, learning, and work styles, and your one-on-ones will be more productive than ever – and your employee will feel more seen and connected than ever.

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Breaking Down Barriers: A Team Leader's Guide to Ensuring Everyone Works Well Together
Breaking Down Barriers: A Team Leader's Guide to Ensuring Everyone Works Well Together

The challenges of managing distributed teams are real, but so are the benefits. When done right, managing distributed teams can lead to better collaboration, higher productivity, and improved work-life balance for team members. However, there are a few challenges team leaders often encounter when managing distributed teams, including inevitable team friction and personality differences, issues with collaboration, and not meeting goals. With the right tools and strategies in place, you can break down the barriers preventing your team from reaching its goals. So, if you’re a manager of distributed teams, read on for strategies on how to manage distributed teams more effectively.  The Rise of Distributed Teams According to a 2020 study by Buffer, 52% of companies had at least one remote employee. This number has obviously grown, as more and more companies realize the benefits of having a distributed workforce. To save money on office space. To attract and retain top talent. To increase employee productivity. To improve work-life balance. To be more environmentally sustainable.There are also a number of challenges associated with managing a distributed team. Some of the most common challenges include:Cultural and personality differences Communication and collaboration Lack of connection Trust and accountabilityHowever, the benefits of having a distributed team often outweigh the challenges. Companies that are successful in managing a distributed team can reap a number of rewards, including:Increased productivity Reduced costs Improved employee satisfaction Increased innovation A more globalized workforceIf you're considering managing a distributed team, it's important to carefully consider the pros and cons. With careful planning and execution, a distributed team can be a powerful tool for driving business success.A study by Global Workplace Analytics found that the number of people working remotely in the United States has increased by 44% since 2010. A study by Upwork found that 57% of freelancers work remotely. A study by FlexJobs found that 71% of companies offer remote work options. A study by Buffer found that 52% of companies have at least one remote employee. A study by PwC found that 83% of CEOs believe that remote work will be the norm in the future.As you can see, the trend toward distributed teams is only going to continue. If you're not already thinking about how to manage a distributed team, now is the time to start and to get ahead of some of the key challenges that often hinder distributed teams. Problem 1: Managing Different Personalities It’s no great secret that everyone works in different ways and that diverse working styles or work energizers can often clash and lead to conflict. Nothing hurts productivity and growth like a team that doesn’t know how to work together. All employees have different styles of working that draw on their strengths and weaknesses. And these different styles or work energizers make up a team culture. For teams to work together effectively, they should be aware of each other's ways of working, and leaders need to be able to manage different work styles to their advantage. A well-balanced team that draws on the strength of each member’s work styles can lead to increased productivity, innovation, and efficiency in the workplace. Not doing so can translate into lost time and productivity, workplace stress, financial costs, and employee departure. The right balance of work styles within distributed teams As team leaders, we must understand and manage a variety of work styles every day to be effective. So let’s start with a quick little assessment. This test might sound a bit like you are at the eye doctor, but I promise it will be painless. Simply pick Option 1 or Option 2 for each of the following questions:When it comes to solving problems, do you tend to be more (1) Deliberate or (2) Decisive?  When it comes to relating to people, do you tend to be more (1) Reflective or (2) Outgoing?  When it comes to your work pace or level of urgency, do you tend to be more (1) Steady or (2) Spontaneous?  When it comes to processes and procedures, do you tend to be more (1) Cautious or (2) Freeform?Now count up your ONEs and TWOs. If you ended up with 3 or 4 ONEs, your overall work style is oriented toward stability. If you ended up with 3 or 4 TWOs, your overall work style is oriented toward change. If you ended up with 2 ONEs and 2 TWOs, you bring a balance between stability and change orientation. On any given team and depending on size, you may want at least two different types of work styles present. There’s a popular decision-making practice where employees assume different thinking hats. For example, one employee may be tasked with coming up with new ideas. They’re encouraged to bring unpredictable or possibly outlandish ideas to a meeting. Another employee is then tasked with being more discerning. They ask questions and assess the risks of different ideas.  By assigning team members a specific hat, at different times, for different projects it opens up for more inclusive discussions where a variety of ideas and perspectives can have a seat at the table. It’s a great way to bust dreaded group-think that often stifles innovation. This approach shows that every work style is a strength when expressed in the right situations.  So let’s walk through some key tips to keep in mind when managing people and teams with a mix of work styles. How to manage different work styles Set a clear vision for the team. Managing challenging behaviors – such as steamrolling or overanalyzing – takes planning and communication on your part. It’s important to play to your people’s strengths and direct their energy toward common goals. The tone of your workplace has a lot to do with setting expectations – and that’s your job. When beginning a project, gather the right team members together to talk about objectives and goals. How does the project support the company’s values and vision? How does each person’s role support the goals? Everyone should be on the same page, working toward the same outcome. How the team arrives at the final goal may look different to each person because of their individual work style or energizer. So, it’s up to you to focus or redirect their strengths, make sure they understand their roles, give feedback along the way, and give them the support or independence they need to do great things. Be aware of your own work style as the team leader. As leaders, we set the tone for our team. Every one of our team members can probably rattle off our behavioral traits without hesitation. When we are aware of our own tendencies and preferences, we have more opportunity to observe our own blind spots and change course when necessary. Not sure what your own behavior tendencies, motivators, and work energizers are? Use an assessment like this. Harness the power of diversity of thought and inclusion. When a team can see and understand how each person brings unique work-style strengths to the team, their capacity for better collaboration increases. Measure your team’s unique culture and determine the shared strengths of the team, as well as each individual team member. Talk about how different work styles have benefited the team. Be intentional with your team meetings. Put your knowledge of each team member’s work styles to use during team meetings. Ensure you actively bring in your more reflective team members, as they may not readily volunteer what they are thinking. Tap into people who are wired for a specific topic. For instance, ask your freeform team members to come prepared with some new ideas. Leading team meetings with intention makes the meeting outcome more productive, and it allows you to draw on different team members’ strengths.  It’s also important to meet people where they are. So, when you’re working with someone who relies on facts to make decisions, you should provide information that supports why something needs to be done. And you should expect that person will do her own research to verify your information. It’s simply how she works.  However, to adapt your management style to meet a real go-getter, you’ll want to be very direct with this team member. Tell him where he stands, what needs to be done, then get out of his way and let him do it. He’s all about getting it done. This team member will appreciate knowing where he stands with you. On the other hand, when you have a very social person on your team, you can expect to spend the first 5-10 minutes talking about family, current events, or other happenings before getting down to business.  Meeting each employee where they are when you interact with them in meetings will go a long way toward fostering the trust you need to execute on the vision you have set.  Problem 2: Communication & Collaboration Breakdowns in Distributed Teams Distributed teams need intentional communication because they lack the face-to-face interactions that are common in co-located teams. This can lead to misunderstandings, missed deadlines, and a lack of cohesion. In fact, research has shown that distributed workers waste upwards of 17 hours wasted each week on issues related to miscommunication. There are a number of things that distributed teams can do to improve their communication. First, they should establish clear communication channels and protocols. This means agreeing on which tools will be used for communication, how often team members will check in, and what the expectations are for response times. Second, they should be mindful of the tone of their communication. When you can't see someone's facial expressions or body language, it's easy to misinterpret their tone. Be sure to use clear and concise language, and if you want to be safe, avoid using sarcasm or humor that could be easily misinterpreted. Here are some additional manager’s tips for intentional communication in distributed teams:Demonstrate empathy any time the team member expresses a problem or frustration.Use The Empathy Formula to acknowledge the team member’s feelings based on facts. Here’s the formula: “It sounds like you’re (feeling) because/about (fact).” Here’s a real-life example: “It sounds like you’re feeling overwhelmed (feeling) because of the reduced number of people on the team (fact).”Establish a new one-on-one meeting routine.Have a scheduled meeting at least twice per week over video conference. If these meetings are currently less frequent, use the same amount of overall time divided up over more meetings. Always have your camera on and ask that the employee does the same -- it’s a way to build connection and drive resonance.Talk to your team members every single day.If a meeting is not scheduled, call them on the phone and talk to them. Sometimes just a quick check-in call is all it takes for some days. One of the most important elements of being an effective manager is keeping lines of communication open with your team members, especially when it has nothing to do with assignments or project statuses.  Do note that talking to a team member in a team meeting doesn’t count here, nor does exchanging texts or leaving voicemails. We have to put in the work!Demonstrate your availability.End your meetings with your team member by encouraging the team member to contact you by phone or to request an unscheduled meeting. Always answer the call when possible.Establish line of sight and continue to reinforce it.Ensure work assignments, expectations, and deadlines are perfectly clear. Break down current goals into smaller chunks that are measured on a more frequent basis. Find opportunities during your one-on-ones to talk about how the specific work they do contributes to a specific team or company objective. This is not as obvious to them as it might be to you.Do not hold hybrid meetings.Being a good manager entails leveling the meeting playing field so all team members can contribute equally. This is a best practice in general, and particularly important for any struggling team members. If some of the team members are in the same location and some are remote, have the onsite team members split up and join from their own computers. It equals the playing field, and makes remote employees feel less on the outside.Leverage a Culture PlaybookUse Humantelligence at least once a week with your teams. The first step is deepening your understanding of the team member’s motivators and behavioral preferences to best know how to help them. Once you have a deeper understanding of his/her psychometric-based Talent Profile, use the one-on-one comparison tool to go over your and the team member’s similarities and differences, which will help the team member feel “seen.” Uncover how the team member’s unique strengths shown on their Talent Profile can be better put to work for the benefit of the team, and then tell them.       From here, you can then leverage the team culture playbook. Being a good manager entails taking stock of your team’s dynamics, monitoring it, seeking feedback on it, and then shifting, building, or sustaining it. The Playbook enables you to align culture to strategy so you can improve your team’s performance. It’s a simple three-step process to help guide you through driving better collaboration, inclusion, and team effectiveness more quickly. With ongoing and frequent assessment of your team’s culture, you’ll be well on your way to better engaging team members and ensuring optimal effectiveness.  Problem 3: Lack of Meaningful Connection within Distributed Teams Connection at work matters. Would you be surprised to learn that people with friendly connections at work perform better in their job? According to research, people who have a good friend at work are not only more likely to be happier and healthier, but they are also seven times as likely to be engaged in their job. In addition, employees who report having friends at work have higher levels of productivity, retention and job satisfaction than those who don’t. The feelings of belonging and purpose that friendship and connection foster are among the top benefits people are looking to get from their work. These feelings are so profound and powerful that some employees would even trade some compensation for more meaningful relationships – at least that’s what over half of the employees surveyed by BetterUp Labs found. And when connection improves, collaboration and productivity has shown to improve by nearly 25%. How to encourage meaningful connection among your distributed team A recent study from Accenture found that on-site workers were the most likely to say they felt disconnected at work. The study challenges the assumption that working only on-site makes people feel more connected. People who work on-site, in comparison with those who work in hybrid or remote workplaces, feel the least connected of the three groups studied — 42 percent of on-site workers say they feel “not connected” versus 36 percent hybrid and 22 percent fully remote.  While in-person time is vital, physical proximity that lacks leadership support, flexibility, technology or sense of purpose doesn’t necessarily translate into people feeling deeper connections to their work and to each other. It’s not about the building, the site, the campus. As with most things in this life, it’s about what’s going on inside that counts. Accenture’s Organizational culture: From always connected to omni-connected report outlines how companies can strengthen culture and connection by delivering what they refer to as “omni-connected experiences,” which level the playing field, enabling people to participate fully and have an equitable experience — growing their careers, building relationships, and creating both personal and business value and impact — regardless of where they physically work. The key to deeper connection and strong engagement is to simply enable and activate the everyday interactions between coworkers. Make sure your employees are making the most of their in-office days and that there are adequate spaces and reasons for in-person interactions. Encourage spontaneous check-ins. With fewer people around us, it’s easy just to immerse ourselves in work, but regular check-ins with others are crucial for everyone, in particular leaders who may not otherwise notice if their team is struggling.  Make sure your remote employees aren’t being overlooked for team and company events. Be mindful to create opportunities for genuine human connection. Support informal mentorships. Facilitate communication across departments and employees of different ages and experience levels so team members can learn more about each other and their areas of work, while sparking new ideas and interests.Embracing Collaboration Technology that Drives Connection For any work arrangement, whether in-office, hybrid, or remote, keeping your employees connected through technology is a must. Beyond using email, Slack, Teams, Zoom, or other collaboration software, consider squeezing more from your investment in those tools by integrating a quick add-on that gives each team member the insights needed to establish stronger relationships with another – all before they even start communicating.  When drafting an email, chatting with a colleague, or joining a meeting, this add-on automatically surfaces useful, customized tips for more effective communication that ends up helping you improve your relationships at work. Consider the use case of one-on-one check-ins. One of the most powerful and simple steps a manager can take to help an employee feel more connected and productive is to check in with the employee regularly. Learning how to check-in effectively means inviting the conversations that really matter with the employee and providing the support and encouragement they need. Now, add in a layer of knowing how best to approach that employee based on their communication, collaboration, and work styles, and your one-on-ones will be more productive than ever – and your employee will feel more seen and connected than ever. It’s a game changer for managers. Human connection builds and compounds when people have ongoing shared experiences and a mutual familiarity with one another. Anytime you create time and space for that – and enable it with technology – you’re creating just the right conditions for connection to blossom. If you're looking to improve your team's  connection, collaboration and productivity, we can help.

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How to Maximize Team Collaboration to Boost Productivity & Engagement
How to Maximize Team Collaboration to Boost Productivity & Engagement

Surveying 1,000 employees and managers across the United States to explore their most pressing workplace concerns in the current environment, Lucid research revealed a need for better tools to support virtual team collaboration and productivity in the wake of the COVID-19 pandemic. While over 90% of C-suite executives rated productivity as their biggest concern, a staggering 75% of employees responded that collaboration is actually what’s suffered the most since transitioning to working from home.  In truth, productivity and collaboration are directly linked. Increase your team’s collaborative potential, and you’ll increase their productivity. The key to doing both is adopting agile workflows and processes that allow for iteration, exploration, and meaningful collaboration. One thing is clear: businesses should adopt new solutions and a different approach to ensure employees can ideate together to efficiently produce better work than ever before. So let’s talk about the power of collaborative pairs at work. This can take the form of workplace mentoring or coaching and is a cost-effective way for existing, well-trained or experienced employees to provide guidance and knowledge to less-experienced employees or to employees who differ from them. The mentor is typically not the direct manager or supervisor of the mentee, and the outcomes differ, depending on the goals of the pairing. Serving as an example, the mentor helps the mentee develop new skills, become better problem-solvers, build new ways of interacting and behaving, and get acclimated to the work environment. For the mentor, it is a way to practice leadership and development skills and may help them advance within the organization. It’s also an opportunity for mentors or coaches to learn from those who are different from themselves. And as employees settle into remote and hybrid work arrangements, collaborative pairing/coaching/mentoring is an opportunity to connect socially, deepened workplace relationships, and formulate creative, innovative or new ideas.  For the company, a mentor/coaching program is also a great way to strengthen employee engagement, reduce turnover, and see productivity increase. There are five common ways companies use mentorship in the workplace. Career Mentoring for Improved Employee Career Development High-Potential Mentoring for Leadership Development Diversity Mentoring for an Inclusive Workplace Reverse Mentoring for Efficient Knowledge Sharing Mentoring Circles for Collaborative LearningWhy Team Collaboration Is Important Collaboration is when two or more people work together through idea sharing and thinking to accomplish a common goal. It doesn’t matter if you are collaborating with someone right next to your cubicle or someone across the country or world; you can now collaborate effectively through technology. Team or peer collaboration can provide solutions, give individuals a strong sense of purpose, and also reinforce that you are all on the same team. If that isn’t enough, here are some other benefits of collaborating: Increased Job Satisfaction & Employee Retention You can’t disagree that when you figure out an answer to a problem, you feel a sense of reward. The same goes for pairs working on a problem and finding a solution to that problem.  As managers and owners, we have to acknowledge when these collaborations succeed and give them credit for the job well done. When employees feel like they are a part of a team, they are more likely to stay at their job. Specifically, the mentor-like collaboration experience has shown to positively influence job satisfaction among employees. According to Forbes, retention rates were significantly higher for mentees (72%) and for mentors (69%) than for employees who did not participate (49%) in a mentor/mentee collaborative pairing. It’s been proven that it is more costly to acquire new talent than it is to retain employees, and mentorship programs can help reduce these costs. Faster Problem Solving We all have those problems or issues that come up, and we need help figuring out what to do. Many times we try to figure out a solution ourselves. If we put together a pair, chances are you will arrive at a solution a lot faster than trying to figure it out yourself. The concept goes back to elementary school and getting someone else to proofread or what they call peer review your school paper. That other person always has new eyes and can see something we missed; the paper always came out better after that peer review. Discover Employee Skills/New Expertise During team collaboration, you may discover a skill or expertise from an employee that you would have otherwise never known. When you allow employees to work together in a team you are taking them out of their normal work environment and allowing them to be creative. When you make space for this kind of work, you will see different strengths from those employees.  While it’s expected that the mentors are improving the skills of the mentees, what professionals may not realize is that the mentors are also improving their skills through knowledge sharing. For example, employees of differing generations paired together could discuss topics like technological changes or how to efficiently structure one’s workday. There is a give and take in collaborative pairings like this. Diversity, Inclusion & Belonging Diversity and inclusion are significant challenges for organizations. Mentoring and team collaboration can help promote diversity in leadership by encouraging the sharing of opinions, knowledge, and ideas throughout an organization. A successful mentor program can serve to better attract and retain employees from all different backgrounds and walks of life, while helping current employees become more comfortable with ideas, backgrounds, and experiences other than their own. Creating Power Pairs for Team Collaboration When you first set out to create collaborative mentor/mentee pairs, you will need to decide what your objectives are and how you will measure them, using KPIs like satisfaction scores, learning targets, engagement activity, retention rate, or project goals just to name a few. Once you’ve done the hard work of designing the program and onboarding lots of eager participants, it’s time to match them. The details the participants were required to enter upon sign up – such as background, skills, experience, interests and so on – can be used to match mentees with mentors who can best help them reach their goals. Most of the time, matching mentees with mentors who can best help them reach their goals is done manually by program organizers, and while they often have great knowledge of the objectives and participants this manual matching is naturally subject to human bias and blind spots. As a result, you might not get the most effective pairings, and as a result, productivity between the two will suffer. To maximize team collaboration, use tools designed to support better collaboration. For example, psychometric tools can give you a multi-dimensional snapshot of a person, rather than just a bulleted list of facts from a resume or accomplishments list. It includes comprehensive data on an employee’s critical behaviors, motivators, and work styles, as well as sought-after skills like communication, creativity and adaptability. When you assess this kind of data right alongside cognitive abilities, you’ll find yourself removing unconscious biases and engaging in a more inclusive approach to identifying teaching & learning opportunities for all of your employees.  With a matching tool designed to boost collaboration and that leverages this kind of data, you can easily perform a many-to-many comparison of employee segments or teams so you can see who might be best to match up. This technology uses a similarity score so you can see who’s most similar or drastically different. By clicking on the similarity score, you then reveal a side-by-side comparison of potential coach/mentor and coachee/mentee. When you have your pairs in place – and they set off to learn more about each other, help in each other’s work, or work on a specific project together – you can also equip them with this kind of data so they work with one another more effectively. Imagine being able to click on your mentor or mentee’s name in email, chats, or video meetings, and see real-time tips for communicating, motivating, and learning. Based on their behaviors, motivators, and work energizers, this tool takes the guesswork out of how to best collaborate with one another – freeing up your time to come up with creative, new ideas or solve problems together. Most organizations are striving for increased engagement and long-term retention. Those rates tend to increase when the company prioritizes employee relationship building, mentorship and coaching, team collaboration, as well as learning and growth opportunities. Collaborative mentoring programs are just one of many strategic ways to develop employees and improve retention. We can help you do that.

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How to Prioritize Inclusion & Belonging on Your Team
How to Prioritize Inclusion & Belonging on Your Team

If you're a people manager and find yourself asking how to prioritize inclusion & belonging on at work, we can help. At our organization, we firmly believe in the transformative power of diversity. We are committed to fostering an open, team-oriented, and positive environment that allows everyone to thrive, both personally and professionally. By embracing and aligning ourselves with practices that promote inclusion and belonging, we strengthen our culture. In fact, when teams learn how to prioritize inclusion & belonging at work, everyone wins. In this article, we share why it’s important to foster inclusion & belonging on your team and how you can do it. Why Inclusion & Belonging in the Workplace Matters It's not just a buzzword; it's a game-changer. When we talk about diversity, we're referring to various aspects, including workforce diversity, behavioral diversity, structural diversity, and business diversity. By encompassing these dimensions, we unlock a world of benefits for our teams and our business as a whole:Increased Adaptability & Better Problem Solving: Diverse teams bring a wealth of perspectives, experiences, and approaches to the table. This diversity of thought enables us to adapt more quickly to changes and solve problems with a wider range of innovative solutions. Improved Communication & Performance: Embracing diversity leads to better communication among team members. When people from different backgrounds collaborate, they learn to appreciate different viewpoints and communicate more effectively. This synergy ultimately drives improved performance across the board. Attracting and Retaining Talent: Candidates actively seek out diverse workplaces. In fact, studies show that 67% of job seekers consider diversity a crucial factor when evaluating job offers. By fostering a diverse and inclusive environment, we attract top talent and increase our ability to retain valuable employees. Increased Innovation: Innovation thrives in diverse environments. When employees feel included and empowered to share their unique perspectives, creativity soars. According to Deloitte, inclusive workplaces see an impressive 83% increase in innovation.The evidence supporting the benefits of diversity is substantial. Research shows that companies with an equal gender representation generate up to 41% higher revenue. Moreover, a study by McKinsey found that U.S. public companies with diverse executive boards enjoy a staggering 95% higher return on equity compared to homogeneous boards. Additionally, diverse teams experience a 60% improvement in decision-making, and when employees feel included, innovation skyrockets by 83%, as reported by Deloitte. By embracing diversity, inclusion, and belonging, we foster an environment where employees excel at adapting to differences and challenges. Working alongside colleagues of diverse backgrounds and perspectives opens our minds to new ideas and strengthens our interpersonal relationships. Moreover, it equips us to identify creative solutions and build stronger functional, cross-functional, and customer relationships, leading to improved business outcomes. And here are some proven ways for how to prioritize inclusion & belonging at work. How to Prioritize Inclusion & Belonging at WorkRemove Unconscious BiasUnconscious biases, or implicit biases, are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one’s tendency to organize social worlds by categorizing. For example, if you’re continuing to hire based on a feeling you get from a candidate, you’re likely hiring on the basis of unconscious bias. The best way to prevent yourself from succumbing to these unconscious biases is to become aware of them and take action to prevent them when recruiting, hiring and retaining employees — like leveraging unbiased data to make hiring and personnel decisions.  Tinna C. Neilsen, founder of Move the Elephant for Inclusiveness, said that “The core of inclusion is all about leveraging diversity of thought — a tough thing for a lot of people because sometimes they don’t know enough about group dynamics like group conformity. You can have as much diversity and as many different kinds of people in a team, but if you allow group conformity to dominate, then you’re not going to leverage any of it anyway.”  Regarding workplace diversity and inclusion, Nielsen advises designing interventions that motivate the unconscious mind as opposed to relying on rational thought alone. 2. Build Leadership Buy-in Some leaders might already be more bought-in to DEI. For those who are on the fence, you need to make things personal.  Start the conversation by asking your organization’s leaders specific questions like, ‘Why is DEI important to you personally…or maybe also why it’s not? How does it align with the business for you? How do you plan to hold yourself and our employees accountable?’ Having them understand why DEI is important to them and the business will create a good foundation — and reminder as to why we’re doing this. Creating that emotional connection with your leaders and making DEI personal can help you gain their long-term support. You can also actively engage your leadership in initiatives. Encourage them to be executive sponsors of an employee resource group (ERG)/ affinity group, participate in a DEI steering committee, attend regular DEI training sessions with employees, or just share updates and processes periodically at senior leadership or executive meetings. This helps everyone feel in the know and accountable for improving DEI. Keeping communication open with the C-suite can improve transparency and accountability by ensuring every area of the business feels buy-in for the success of DEI programs.  3. Actively Manage Diversity & Inclusion  The issues around a diverse workplace can be managed and mitigated if employers take active steps to ensure that their companies are recognized for tolerance and acceptance. Here are some tips for managing diversity in the workplace:Create written policies – Companies should create and include their diversity policy in their employee handbook. The policy should contain information about non-discrimination laws, the code of conduct, and the compensation and benefits policy. When it’s in writing, it’s hard to ignore. Provide sensitivity training – Employees should be provided with sensitivity training to create a better workplace culture. Sensitivity training can help employees value views that are different, understand how words and actions can cause offense, and what needs to be done if they’ve been offended. Create an accountability plan – Use regular surveys to check in on your progress, and have a plan in place for how you’re going to ensure staff uphold these policies. Address micro-aggressions – Micro-aggressions are thinly veiled, everyday instances of racism, homophobia, sexism (and more) that you see in the world.  They are defined as a statement, action, or incident regarded as an instance of indirect, subtle, or unintentional discrimination against members of a marginalized group such as a racial or ethnic minority. Examples might include commenting on how someone speaks or is dressed. Use trainings to help address and prevent mico-aggressions against others.4. Provide Resources Keep inclusion & belonging top of mind for your employees and encourage them to learn more about pressing societal and workplace issues by providing access to robust resources and self-serve opportunities to learn. Consider some of the following:Weekly or monthly newsletter digests with articles on trending DEI topics Start a #BeTheChange Slack or chat channel, where employees can share experiences, resources, and opportunities to engage in thoughtful conversations  Put a process in place to help employees form affinity or ERG groups — and have each group start and own their own Slack channels Share opportunities to donate to specific diversity-supporting organizations, with a potential company match Provide a forum for employees to present their experiences and learnings  Empower employees with emotional intelligence data so they can communicate and collaborate more effectively and inclusively with employees different from themselvesBy putting resource communication channels just a click away, employees begin talking about DEI more regularly — helping over time to reduce some of the discomfort people have around the topic and creating more organizational accountability. 5. Replace Antiquated Processes A lot of times, the processes, practices, and architecture businesses have in place are antiquated, and we don’t even realize it. Nothing is going to change unless those things change, and people don’t change just because you tell them to. They change when you enable that change. This means empowering choice around structure and architecture while putting tools and resources in front of somebody in order to enable them to do something totally different without them even realizing it.  One of the biggest and quickest levers in moving the  needle for your company culture is in processes for who you hire. Each individual you add or remove will play a part in your culture’s evolution. It’s human nature to hire people like ourselves, so it’s imperative to leverage a variety of networks and tools to support hiring based on diversity of backgrounds/ perspectives vs. simply hiring people to whom you gravitate, happen to already know, or who come recommended. This calls for reshaping antiquated hiring processes — by seeking and interviewing for culture fit/add rather than the traditional skill-based interview.  The Power of Inclusion & Belonging: Communication & Collaboration Leading companies recognize how to prioritize inclusion & belonging at work and that diversity goes beyond race, age, gender, and physical ability—it encompasses diversity of thought. By broadening our definition of diversity and embracing inclusive workplaces, we gain a deeper understanding of our employees and unlock additional solutions to challenges. To foster a culture built on diversity and inclusion, it is crucial to give every employee a voice, truly listen to them, and create an environment where everyone can participate. At our organization, we are committed to removing unconscious bias, hiring for diversity of thought, and supporting inclusive communication.  Inclusion and belonging are essential components of a positive work environment. Inclusion refers to the extent to which individuals feel valued, respected, and supported in the workplace regardless of their background or identity. Belonging refers to the sense of community and connection that individuals feel with their colleagues and the organization as a whole. When employees feel included and a sense of belonging at work, they are more likely to be motivated, engaged, and productive. Human connection in the workplace can improve inclusion and belonging in several ways. Firstly, when colleagues have positive relationships with each other, they are more likely to understand and appreciate each other’s unique perspectives and backgrounds. This can lead to increased empathy and respect for diversity, which is essential for creating an inclusive work environment. Secondly, having a sense of connection with colleagues can increase trust and psychological safety in the workplace. When individuals feel comfortable expressing themselves and sharing their ideas, they are more likely to contribute to the team’s success. A study conducted by Google found that teams with high levels of psychological safety had higher levels of productivity, innovation, and overall performance (Edmondson, 2012). Lastly, human connection in the workplace can promote a culture of collaboration and teamwork. When individuals feel connected to their colleagues, they are more likely to work together and support each other’s success. This can lead to increased creativity and problem solving, as well as a stronger sense of community within the organization. If you're interested in learning how to prioritize inclusion & belonging at work using technology, let's connect!

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Mastering Collaboration: Your Guide for Working Effectively with Gen Z
Mastering Collaboration: Your Guide for Working Effectively with Gen Z

In today's workforce, collaboration -- specifically collaborating with Gen Z -- is key to achieving success. And as organizations become more diverse, it is essential to understand and effectively work with team members from different generations. In particular, Generation Z (Gen Z), which refers to individuals born between 1997 and 2012, has unique characteristics and work styles that require HR professionals and team leaders to adapt their strategies. From embracing AI tools to providing training tailored to Gen Z, this article will help you navigate the challenges of working with Gen Z team members and foster intergenerational dynamics for a more collaborative and productive workplace. Understanding the Gen Z mindset Understanding the Gen Z mindset in the workplace is crucial when it comes to collaborating with Gen Z. As digital natives, Gen Z individuals have grown up surrounded by technology, which has had a profound impact on their thoughts and behaviors. This generation values instant gratification, diversity, and individuality. They are known for their entrepreneurial spirit and desire for meaningful work. Understanding these characteristics will enable HR professionals and team leaders to tailor their approach and create a collaborative environment that resonates with Gen Z team members. One way to understand the Gen Z mindset is by recognizing their desire for continuous learning and growth. This generation thrives on new challenges and opportunities to acquire new skills. By providing ongoing training and development programs, organizations can harness the full potential of Gen Z team members. Moreover, acknowledging their preference for a diverse workplace will foster an inclusive and collaborative environment. In the next section, we will delve deeper into strategies for effectively communicating with Gen Z team members and how to leverage their digital skills to drive collaboration. Stay tuned for an in-depth exploration of the Gen Z mindset and practical tips for working collaboratively with this generation. How to create a collaborative work environment Creating a collaborative work environment is essential for effectively working with Gen Z team members. This generation thrives in environments that promote teamwork, communication, and collaboration. Here are some strategies to foster collaboration: 1. Encourage open communication: Gen Z team members appreciate transparency and value open communication. Create an environment where they feel comfortable sharing their ideas, opinions, and concerns. Regularly schedule team meetings, brainstorming sessions, and one-on-one check-ins to facilitate open dialogue. 2. Embrace flexible work arrangements: Gen Z individuals value work-life balance and appreciate flexibility. Consider implementing flexible work arrangements, such as remote work options or flexible working hours. This will help them feel empowered and motivated to contribute their best work. 3. Utilize technology tools: Gen Z team members are tech-savvy and comfortable with various digital tools. Leverage technology platforms and collaborative software to streamline communication, project management, and document sharing. This will enhance productivity and efficiency. 4. Foster a supportive culture: Create a culture of support and empowerment, in which team members feel valued and encouraged to contribute their unique perspectives. Recognize and reward their achievements, and provide constructive feedback to help them grow professionally. By leading with these strategies, you can create a collaborative work environment that engages and motivates Gen Z team members, leading to increased productivity and better outcomes for your organization. Leveraging technology for collaborating with Gen Z Leveraging technology is paramount for effective collaboration with Gen Z team members. This generation is highly skilled in utilizing digital tools and expects to have access to the latest technology in the workplace. By incorporating technology into your collaboration efforts, you can enhance communication, streamline project management, and foster a sense of connectedness among team members. For example, it is wise to invest in a psychometric-based tool that helps teams better understand each other so they can collaborate and connect more meaningfully in meetings, on Slack, or via email. Utilizing technology doesn’t only bridge the generation gap but also makes the younger generation feel valued and needed in the workplace.  Investing in collaboration platforms and applications will also enable real-time communication and document sharing, eliminating the need for back-and-forth emails and increasing efficiency. Gen Zers are accustomed to instant messaging and video conferencing, so consider implementing tools like Slack or Microsoft Teams for seamless communication.  Fortunately, it’s also easy to leverage AI tools to kick your training and internal communication up a notch. Say you have a new Gen Z hire that needs to email the head of sales, John, every week with reported leads. The problem is, they hardly know John, and have no idea how John likes to consume information. With an AI tool that utilizes your company's previously recorded psychometric data, the new hire can use pre-supplemented suggestions to ensure their emails are comprehensive and useful for John, despite having never interacted with him before. This AI-fueled approach to “on-the-fly” training can extend beyond emails to all communications, ultimately helping Gen Z employees learn new skills and making their contributions to the business more impactful. Additionally, project management tools such as Trello or Asana can help keep everyone on track, assign tasks, and monitor progress. By utilizing technology in these ways, you can create a collaborative work environment that aligns with the preferences and expectations of Gen Z, ultimately leading to improved teamwork and successful outcomes. Communication strategies with Gen Z team members Effective communication is essential for successful collaboration with Gen Z team members. This generation has grown up with instant messaging and social media, and they prefer quick and concise communication methods. Here are some strategies to enhance collaboration through communication: First, establish clear expectations regarding communication channels. Discuss with your Gen Z team members which platforms they prefer for specific types of communication, such as formal emails for official updates and instant messaging for quick questions or updates. Second, encourage open and transparent communication. Gen Z team members value authenticity and appreciate when their opinions and ideas are heard. Create a safe and inclusive space where they can freely express themselves. Lastly, don’t underestimate the power of visuals and multimedia in your communication. This is, after all, the video generation! Gen Z team members respond well to visual content, so consider incorporating infographics, videos, and images to convey information in a more engaging way. By implementing these communication strategies, you can foster a collaborative environment where Gen Z team members feel valued and can contribute their best work. Nurturing a culture of inclusivity and diversity Nurturing a culture of inclusivity and diversity is crucial when working effectively with Gen Z team members. This generation values equality and appreciates a diverse and inclusive work environment. Here are some ways to promote inclusivity and diversity within your team: First, educate yourself and your team on the importance of inclusivity and diversity. Understand the different backgrounds, perspectives, and experiences that each team member brings to the table. Encourage open dialogue and discussions about diversity-related topics. Second, establish inclusive policies and practices. Consider implementing initiatives such as unconscious bias training, diverse recruitment strategies, and equal representation in decision-making processes. Celebrate and recognize the contributions of every team member. Encourage a culture of appreciation and respect for diversity by giving credit where it is due and acknowledging the unique skills and perspectives that Gen Z team members bring. By creating an inclusive and diverse work environment, you can foster collaboration with and innovation among Gen Z team members, leading to better overall team performance. Recognizing and appreciating Gen Z contributions Gen Z team members are incredibly talented and innovative individuals who bring fresh perspectives and ideas to the table. Recognizing and appreciating their contributions is essential for fostering collaboration and maintaining a positive work environment. Here are some ways to ensure that Gen Z team members feel valued and appreciated: Firstly, provide regular feedback and recognition. Gen Z employees thrive on feedback and appreciation for their work. Take the time to acknowledge their achievements and skills, whether it's through a simple thank you note or a public commendation in team meetings. By doing so, you are not only boosting their morale but also motivating them to continue delivering exceptional results. Next, provide opportunities for growth and development. Gen Z employees are keen on continuous learning and professional development. Offer them opportunities to attend workshops, conferences, or training programs. This investment in their growth will show that you value their career advancement and are committed to their long-term success. Lastly, involve Gen Z team members in decision-making processes. Their fresh perspectives can offer valuable insights and innovative solutions. Encourage them to participate in brainstorming sessions or include them in projects that require creative thinking and problem-solving. By doing so, you are empowering them to contribute to the team's success and instilling a sense of ownership in their work. Acknowledging Gen Z team members for their contributions is crucial for creating a collaborative and productive work environment. By offering feedback, providing growth opportunities, and involving them in decision-making, you are not only fostering their professional development but also maximizing their potential to drive innovation within the team. Overcoming challenges working with Gen Z While Gen Z team members bring immense talent and a fresh perspective to the table, it's important to acknowledge that there may be some challenges in working with them – just like any generation that’s entered the workforce. Understanding and addressing these challenges can significantly enhance collaboration and teamwork. One common challenge is the need for constant feedback and validation. In fact, new studies show that at least a couple of times a week, more than half of Gen Z, 54%, want praise from bosses for their efforts at work, according to data by Australian research firm McCrindle. Almost three in five Gen Zers seek constructive feedback about how they can improve in their role at least a couple of times per week. Gen Z is also accustomed to receiving instant gratification and may expect constant praise for their work. As a leader, it's crucial to set clear expectations and provide constructive feedback regularly while balancing praise to maintain motivation. Another challenge lies in effectively managing their technological reliance. Gen Z employees are highly tech-savvy and prefer digital communication channels. It's important to establish clear boundaries and guidelines for communication to ensure effective collaboration while also providing opportunities for face-to-face interactions to foster stronger relationships within the team. Additionally, Gen Z employees value work-life balance and prioritize flexibility. To ensure their productivity and satisfaction, consider offering flexible work hours or remote work options whenever possible. By addressing these areas, leaders can create a collaborative environment that maximizes the potential of Gen Z team members while maintaining productivity and teamwork. The benefits of effectively collaborating with Gen Z In the end, collaborating effectively with Gen Z team members can bring numerous benefits to an organization. Harnessing their unique skills and perspectives can lead to innovative solutions and fresh ideas. Gen Z employees are often tech-savvy and can offer valuable insights into utilizing digital tools and platforms to streamline processes and enhance productivity. By encouraging collaboration, leaders can tap into the creativity and resourcefulness of Gen Z team members, leading to increased efficiency and problem-solving capabilities. Furthermore, effective collaboration with Gen Z team members fosters a positive and inclusive work culture. By embracing their need for constant feedback and validation, leaders can build a supportive environment where individuals feel heard and valued. This, in turn, boosts morale, motivation, and engagement among Gen Z employees, resulting in higher job satisfaction and decreased turnover rates. Embracing collaborating with Gen Z for organizational success Collaboration is an essential component for organizational success in today's fast-paced and evolving business landscape. This is especially true when it comes to working effectively with Gen Z team members. In this article, we have explored the numerous benefits that come from collaborating with Gen Zers in the workplace, along with different tactics that can empower you to build successful partnerships with this talented generation. From their tech-savviness and ability to offer valuable insights into digital tools and platforms, to their creativity and resourcefulness, Gen Z team members bring a fresh perspective that can enhance productivity and problem-solving capabilities. By embracing their need for constant feedback and validation, leaders can create a positive and inclusive work culture that fosters high morale, motivation, and engagement. We have also discussed the challenges that may arise when collaborating with Gen Z employees. However, armed with the actionable strategies and techniques, you will be well-equipped to overcome these challenges and unlock the full potential of collaboration with Gen Z team members. If you’re looking for ways to tailor your onboarding, training, and collaboration strategies for Gen Z, we can help.

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Rethinking Employee Onboarding: How to Create Better Human Connection
Rethinking Employee Onboarding: How to Create Better Human Connection

It's no secret...poor onboarding leads to new hires being twice as likely to seek another opportunity, with 43% of managers losing their new hire during the first month. During the current turbulent candidate market, and increased pressure on retaining talent, falling down at the last hiring hurdle isn’t an option when it comes to the employee onboarding experience. The key is creating lasting connections to help employees become passionate, productive team players. It essentially makes your onboarding process sticky. Why Improving Employee Onboarding is Important Only 17% of U.S. employees worked from home five days a week before COVID-19. At the onset of the pandemic, the percentage shot up to 44%. Very quickly, HR understood the the need to improve employee onboarding processes. We all know that onboarding and training plays a critical role in a new hire's success and happiness. And good onboarding is especially important for remote employees, since they don't have as many opportunities to integrate organically into the company culture. According to BCG, employee onboarding is among the most influential factors when it comes to employee experience. Companies that have effective onboarding processes in place achieve 2.5x more revenue growth and 1.9x the profit margin compared to organizations with poor onboarding strategies. Here, we explore some of the key building blocks -- and often forgotten components -- to improve employee onboarding for remote employees. Keeping these things in mind, you can ensure smooth onboarding even when employees are remote. As a result, you'll help increase the organization's rate of retention, engagement, and productivity of your new hires. Improving Human Connection During Onboarding Translates into Organizational Success Dale Carnegie was on to something when he said, “When dealing with people, remember you are not dealing with creatures of logic, but with creatures of emotion.” People are emotional. More than ever, they want a more personal, human work experience from their employers – and that happens when people connect and feel they belong. Organizations have to get more and more creative about how they can form multiple connections with new employees, or they risk feeling alienated and are more likely to leave. The digitization of the workplace can make people more isolated and lonely, so pre-boarding is a way to ensure inclusivity and connection-building happens before a person starts. In fact, connection is the backbone of an onboarding strategy that reduces new hire attrition, accelerates time-to-productivity, increases new hire productivity, fosters trust, drives engagement – and ultimately empowers the business to deliver better for customers. Coupled with a compelling employee experience strategy, such as assigning job-appropriate “ambassadors” and a “people-first” culture of compassion and caring, this personalized approach can continue through all an employee’s life stages Here are 10 ways to keep human connection front and center during employee onboarding and to help everyone settle into your organization with confidence — whether onsite or at home. 1. Put Video Conferencing at the Forefront No surprise, video conferencing apps gained immense popularity in spring 2020. Video conferencing platforms became a lifesaver for employers and employees, serving as a means to make face-to-face connections in the virtual work world. Instead of distributing training documentation and static, pre-recorded videos for remote employee training, employers could schedule a video onboarding training session that feels a lot like meeting in the company conference room. Plus, when onboarding, you have the chance to set expectations and make sure the employee knows that interactive, camera-on meetings will be the norm. With this approach, your employees can ask questions live and have them answered immediately among their co-workers. 2. Create Opportunities for Connection Amid COVID-19, many employees understandably experienced feelings of isolation. Create and foster pipelines for interaction, such as firing up virtual social groups, keeping those channels active, or encouraging a non-social media-centered buddy system where employees call, text or email one another. This reinforces a sense of belonging for remote employees. 3. Help Employees Manage Distractions Another facet telecommuting employees might not anticipate is the endless stream of distractions. Your virtual training tips might include strategies to help employees shut out distractions to give their work the necessary focus to get it done well and on time. At the least, encourage your employees to carve out an hour a day for remote training when they can give the material 100% of their attention. Some other tried and true tips to provide remote employees to reduce distractions:Create a schedule and stick to it Take a lunch hour and frequent breaks Get some outdoor time (if possible) Keep your workspace organized Turn off desktop and phone notifications Restrict time on your phone Establish ground rules with your family or roommates Set daily goals and objectivesFor more on helping employees remove distractions while working remotely, check out these tips. 4. Invite Open Discussions on Training Questions You’re not training employees in a vacuum, and they aren’t learning in one, so keep an open line of communication to see how everything is going. Use your company intranet or another channel to solicit feedback. You can quickly and clearly clarify matters for everyone, thanks to an open forum for lively Q&A. 5. Run Online Polls for Feedback to Improve Employee Onboarding & Training When you want to gather data about remote training, run an online poll. You can provide a space for comments, questions and feedback. If you’re looking for numbers to guide your training, a poll is a quick and efficient way to get what you need. Ask questions about whether employees find the information engaging, clear, and meaningful to their daily work. This way, you're giving remote employees a way to be heard. 6. Empower Remote Employees to Become Self-Guided Learners With today’s online education and training opportunities, you can put the power of learning in your team members’ hands. Let employees know what you need from them, then allow them to explore their options. That doesn’t mean you set them loose without any guidance. Offer guideposts, such as resources your organization would use, or free access to training programs. Since workers already spend a great deal of time working remotely, it isn’t a stretch to approach learning similarly. Plus when people own when and how they learn, they tend to retain it better!  7. Create and Use Breakout Rooms If you want to schedule a mass training session for everyone before turning matters over to department managers and their respective teams, use breakout rooms to create several smaller sessions. With the right platform, everyone can easily switch to enjoy seamless strands of training relevant to their needs. 8. Offer Strong Training Visuals as Reminders In your video meetings, provide employees with strong visuals to help them understand the material, such as spreadsheets, slideshow presentations, infographics and videos that drive home your training points. About two-thirds of people are visual learners, and studies suggest that four in ten people respond better to visuals and text compared to text alone. Other research shows using visuals can help improve retention and learning by up to 400 percent, so make sure to include compelling visuals to enhance learning. 9. Provide On-Demand Training Options Inherent in remote employment is flexibility. There are times when employees can’t join a live video meeting or audio conference call, so ensure that they can catch up when they have time with on-demand options. Provide absent team members with the recorded session and any supplemental documents, spreadsheets or information they need to stay up to speed for the times they can’t make a virtual meeting in-person. 10. Focus on People Not Process to Improve Employee Onboarding How your company communicates, enables meaningful collaboration, and supports relationship building for both onsite and remote employees usually ends up making or breaking your new hires’ remote onboarding experience. That's why it's critical to focus on people not process or paperwork during this process..    These critical elements are often overlooked during onboarding, but that's where you can employ certain technologies to help. For example, Humantelligence's Smarter Collaboration surfaces emotional intelligence insights and tips directly into the tools your employees use every single day – like Outlook email and calendar, Microsoft Teams, Gmail, Google Calendar, Slack, Zoom, Webex, and more. This simple plug-in takes the guesswork out of how to better understand and effectively communicate with others so your new employees can focus on what matters most – and that’s becoming an impactful member of the team. In addition, be sure to spend time helping your new remote hires integrate into their team. Understanding how they compare in working styles and tendencies to both those with whom they work and their managers will help your new hire understand how best to contribute to the team, smooth the transition, collaborate more effectively, and accelerate productivity. Resources to Improve Employee Onboarding We hope our remote onboarding and training ideas help you feel more confident about bringing new employees into the mix, even if they never or rarely step foot in your office. Today’s technology offers a bounty of options to welcome and engage new employees or help current employees cultivate a sense of belonging and connection with their new and existing colleagues.

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The Power of Connection at Work
The Power of Connection at Work

The way we work has changed. Distributed teams along with generational differences and diverse personalities make collaboration, communication, and connection at work more difficult than ever. Miscommunications that could be easily rectified with a quick face-to-face chat now are left to fester at our keyboards. At the same time, the world of flexible remote and hybrid work has opened up many opportunities for employees around the world.  Unfortunately, some of those opportunities lead to other companies. That doesn’t mean remote work isn’t working. It just means we need to do a better job of encouraging interpersonal connection at work. In this article, see how you can harness the awesome power of human connection to improve employee engagement and increase retention. The High Cost of Losing Connection at Work The sudden shift to remote work over the past couple of years gave our people an opportunity to do more than just spruce up their home offices – it also gave them a chance to think and reevaluate bigger topics, like just how work fits into their lives. And this has undoubtedly contributed to trends like the Great Resignation and quiet quitting, as many employees realized that personal needs, such as connection, family, happiness, and health mattered more to them than promotions, career paths, and other work-related objectives. In fact, according to Gallup, U.S. employee engagement took a giant step backward during the second quarter of 2022, with the proportion of engaged workers remaining at 32 percent while the proportion of actively disengaged increasing to 18 percent. This put the ratio of engaged to actively disengaged employees at 1.8 to 1, the lowest in almost a decade. We don’t have to tell you, this turnover can leave your organization in a bind. Estimates show that every time a business replaces a salaried employee, it costs 6 to 9 months’ salary on average. For a manager making $60,000 a year, that's $30,000 to $45,000 in recruiting and training expenses. This doesn’t even account for all of the soft costs required to onboard a new employee, the impacts on morale and culture, loss of knowledge and productivity, or the ways that whole teams can be affected when it’s a team leader who leaves. Not to scare you further, but research out of LinkedIn also shows that 70 percent of the global workforce is passive talent, and more than half would consider leaving for the right opportunity. So basically, everyone is a flight risk! The good news is that one of the most important and impactful solutions takes into account the fact that work life and personal contentment aren’t mutually exclusive. In fact, everything – including employee engagement and retention – improves when we bring the two into alignment through deeper connection. The Importance of Connection at Work Connection at work matters. Would you be surprised to learn that people with friendly connections at work perform better in their job? According to research, people who have a good friend at work are not only more likely to be happier and healthier, but they are also seven times as likely to be engaged in their job. In addition, employees who report having friends at work have higher levels of productivity, retention and job satisfaction than those who don’t. The feelings of belonging and purpose that friendship and connection foster are among the top benefits people are looking to get from their work. These feelings are so profound and powerful that some employees would even trade some compensation for more meaningful relationships – at least that’s what over half of the employees surveyed by BetterUp Labs found. Feeling more connected at work doesn’t only make employees happier. It has several other clear effects on employee and organizational performance. For example, 94 percent of employees agreed that they’re more productive when they feel connected to their colleagues, and, when compared to employees who didn’t feel actively connected to their workplace, connected employees were:More than 3 in 5 employees with high social connectivity report being highly engaged, whereas just over 1 in 10 employees with low social connectivity consider themselves highly engaged at work. Employees who have strong social bonds with their coworkers are more motivated to perform.  Individuals who report having connection at work are 7x more likely to exhibit better engagement, customer relations, work quality, and wellbeing, as well as a lower risk of injury. Highly engaged teams show 21% greater profitability.Employee engagement consists of concrete behavior, not an abstract feeling. Organizations that view engagement as a feeling often conduct employee surveys and provide offer perks to improve the results. Gallup reports that the most successful organizations make employee engagement central to their business strategy. They give employees clear expectations and provide them with the tools and support to do their best work.  Why are engaged teams more profitable? Those teams who score in the top 20 percent in engagement realize a 41 percent reduction in absenteeism, and 59 percent less turnover. Engaged employees show up with passion, purpose, presence, and energy. So, let’s turn our focus toward increasing connection – and that doesn’t mean forcing everyone back into the office. Return-to-Office Doesn’t Always Make for Better Connection A recent study from Accenture found that on-site workers were the most likely to say they felt disconnected at work. The study challenges the assumption that working only on-site makes people feel more connected. People who work on-site, in comparison with those who work in hybrid or remote workplaces, feel the least connected of the three groups studied — 42 percent of on-site workers say they feel “not connected” versus 36 percent hybrid and 22 percent fully remote.  While in-person time is vital, physical proximity that lacks leadership support, flexibility, technology or sense of purpose doesn’t necessarily translate into people feeling deeper connections to their work and to each other. It’s not about the building, the site, the campus. As with most things in this life, it’s about what’s going on inside that counts. Accenture’s Organizational culture: From always connected to omni-connected report outlines how companies can strengthen culture and connection by delivering what they refer to as “omni-connected experiences,” which level the playing field, enabling people to participate fully and have an equitable experience — growing their careers, building relationships, and creating both personal and business value and impact — regardless of where they physically work. In Enboarder’s research of building connection at work, survey findings showed that the things that made the biggest impact on employees' feelings of connectedness, and hence, their retention rates were things you’re probably already doing: team meetings (49%), skills sharing with coworkers and peers (29%), spontaneous interactions with colleagues (28%), and all-company meetings (26%). Now What? Just because you're already doing it doesn’t mean it’s working well. Consider optimizing these efforts and employing technology that supports them.  The key to deeper connection and strong engagement is to simply enable and activate the everyday interactions between coworkers. Make sure your employees are making the most of their in-office days and that there are adequate spaces and reasons for in-person interactions. Encourage spontaneous check-ins. With fewer people around us, it’s easy just to immerse ourselves in work, but regular check-ins with others are crucial for everyone, in particular leaders who may not otherwise notice if their team is struggling.  Make sure your remote employees aren’t being overlooked for team and company events. Be mindful to create opportunities for genuine human connection. Support informal mentorships. Facilitate communication across departments and employees of different ages and experience levels so team members can learn more about each other and their areas of work, while sparking new ideas and interests.If anything good came out of our rapid, pandemic-induced shift to remote work, it was that we finally had the unique opportunity to meet many of our colleagues’ families and pets over Zoom. This helped us see them as the human beings they are, which fueled a sense of connection when we needed it most. Now, we have the opportunity to take that sense of connection and amplify it. Remember, increasing employee retention doesn’t just help your company; it helps your people. An employee who feels connection at work, is an employee who can engage fully. And an employee who can fully engage is an employee who feels compelled to stay. Need help getting your employees connected and on the same page, talk to one of our solutions experts!

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Toxic Workplaces: What, Who and How to Fix it
Toxic Workplaces: What, Who and How to Fix it

At many companies, workplace culture is becoming increasingly toxic, and recent layoffs in the tech industry are only worsening the problem. In fact, 45% of employees agree that recent layoffs have intensified a climate of toxicity across companies, according to a new research report on toxic workplaces by TalentLMS and Culture Amp. But what exactly leads to the development of a toxic workplace culture – and what can be done to address the toxicity? In this article, we’ll explore what constitutes toxic workplaces, how to address it, and the main drivers that lead to toxic workplaces.  What Do Toxic Workplaces Look Like? Many of us feel frustrated or stressed at work from time to time, but there’s a difference between a frustrating work environment and a toxic one. “Toxic” is a powerful word, but it’s also ambiguous, so we’ll start by defining what we mean by toxic workplaces. A report, which surveyed 1,000 employees across U.S. tech companies who self-identified as working in toxic workplaces, leverages MIT Sloan’s The Toxic Five framework. This framework examines a toxic work environment through the eyes of employees working at a toxic company. While each company has its own set of unique challenges, MIT found that these five culture attributes have by far the largest negative impact on how employees rate their company culture: disrespectful, non inclusive, unethical, cutthroat, and abusive. Employees who believe they work in a toxic environment also agree that their organization is:Disrespectful: Employees want – and need – respect from their managers and peers. 42% of respondents experiencing toxic culture at work agree that managers are often disrespectful to employees. Non inclusive: Even in 2023, inclusivity is still a challenge. 40% of respondents who work in toxic workplaces state that there are still barriers to overcome due to discrimination. Whether it’s on the basis of age, race, gender, or something else, discrimination is commonplace in toxic work environments. Unethical: Ethics and trust go hand in hand, and in an unethical workplace, a lack of trust surfaces. 43% of those surveyed agree they’re expected to work outside of what they’re recognized – or contracted – for. When consistently treated unethically, employees are far more likely to criticize the culture and eventually leave the company. Cutthroat: Throwing a colleague under the bus, stealing credit, and refusing to collaborate are all indicators of a cutthroat, competitive environment. 44% of respondents working in toxic workplaces agree that it is common for employees at their company to be left out of key projects, calls, and decisions. Abusive: More than 60% of survey respondents claim that abuse at work happens regularly or sometimes.What’s even more confronting is that 49% of those surveyed in the TalentLMS & Culture Amp survey say they don’t really say or do anything when falling victim to toxic behaviors – and 29% say it’s because they don’t believe it will make any real difference. How to Address a Toxic Workplace Culture Your corporate culture is the heart of your organization. A toxic culture will only yield dire outcomes, so it’s important to take proactive steps to identify, address, and mitigate any signs of toxicity at work. It is important to recognize that the toxic behaviors described in this research can have serious negative impacts on both employees and organizations. In their most extreme form, they can put the mental health of employees seriously at risk. But even moderate levels of these toxic behaviors can severely impact organizational performance by undermining employee motivation, diminishing the strength of the employer brand, and increasing regrettable attrition. The best way to address a toxic work culture is to start at the top – with leadership. The Role of Leadership Leadership plays a critical role in shaping culture at work. Leaders have a considerable influence over employees, as they are responsible for cascading desired behaviors or decisions across the company. When leaders are honest, accountable, kind, and considerate, employees will strive to embody those characteristics. But unfortunately, the survey found that:43% of survey respondents feel that leaders are turning a blind eye to toxic behaviors 45% believe executive-level leaders promote unhealthy competition among their workforce 47% agree that there’s a lack of leadership and accountability within their companyWhen leaders lack accountability, aren’t considerate to employees, or exhibit distasteful behaviors, employees will amplify these actions across the organization. Senior leaders are role models, whether they like it or not. The way they behave at work creates powerful social norms that can impact how the rest of the organization behaves. Additionally, their decisions can lead to the creation of structures and incentives that result in, often unintended, harmful consequences to employees. What is a Toxic Leader A toxic leader is a person who has responsibility for a group of people or an organization, and who abuses the leader–follower relationship by leaving the group or organization in a worse condition than when they first found them. Toxic leaders must not be confused with leaders who make mistakes. We all make mistakes and get things wrong from time to time. The difference is whether we treat it as a learning opportunity or keep doing the same thing over and over again. According to Leadership Forces, toxic Leaders are self-serving. They do not care about the organization or the people within it. They treat them as a vehicle to help them get where they want. They are motivated by personal ambition and usually lack self-awareness. Leadership Forces categorize the following six key characteristics of toxic leadership: Autocratic The leader makes the most out of their position and authority to make things happen. They impose their will without stopping to consider the ideas and opinions that come from their team. They are focused on maintaining tight control and are intolerant of mistakes. Communication tends to be directive and top-down rather than ‘two-way’. You can spot people who have a tendency towards these characteristics through their language. They might say things like:‘We don’t have time to discuss this…’ ‘This is the situation and this is what you are going to do’ ‘I’ve got so much on my plate…’They complain about not having enough time because they are poor at delegation. The only jobs they delegate are the ones they don’t want to do. They view delegation as a way of ‘making life easier for me’ rather than developing their team members. Narcissistic Narcissistic leaders have an exaggerated sense of their own importance. They believe that they are special in some way. They have an excessive need for admiration from other people and lack empathy when dealing with others. They might say things like:‘I did/achieved this…’ They rarely point to the work of the team that contributed to the success. “Your personal problems should be left at home, you’re here to work.’ Like all toxic leaders, these traits can deliver success in the short-term.Manipulative The manipulative leader is similar to the narcissist as their focus is still on themselves. These individuals will abuse their position, relationships, and organizational systems for their own gain. They’re harder to spot than the narcissistic leaders as they are often sneaky and hide their activities. They know deep down that what they are doing is wrong but they will justify their behavior by saying things like ‘it’s not personal, it’s business.’ Intimidating The intimidating leader will bully their subordinates and those around them to achieve their aim. They are manipulative and have a tendency towards ‘ruling with an iron fist’. Their subordinates will not offer ideas or challenge them for fear of disapproval or ridicule. Overly Competitive The overly competitive leader has a ‘win at all costs’ attitude often leaving a trail of damaged and broken individuals who have failed to keep up with their pace. They have a win at all costs attitude that means that they are quick to make decisions and rarely have time for input. They think that they have high standards and are inspiring. In reality, they create more losers than winners. Discriminatory The last toxic characteristic is that of the discriminatory leader. They do not value diversity and surround themselves with people of the same ilk. These leaders do not want to be challenged by people with different points of view so they surround themselves with ’yes’ men. Damian Hughes describes these people well. In his work with professional sports teams, he’s found managers who surround themselves with ‘truth tellers’ or ‘time tellers.’ When down 1-0 in a 60-minute game, a coach might turn to his coaching staff and say, ‘what do you guys think?’ The time tellers will purse their lips and say ‘there is 30 minutes to go.’ The truth tellers will tell them what they think they should do – even if it is the message they don’t want to hear. For example, ‘take your son off, he’s having a bad game…’ There is a significant difference. One of these people has courage and provides value. These six characteristics rarely live in isolation. Toxic leaders tend to lean towards being a combination of a few of these behaviors. Either way, they are focused on the short-term game and what they can get out of a situation as opposed to the long-term game and what is best for the organization and the team. If left unchecked, toxic leadership is what leads to a toxic culture. Fixing Toxic Workplaces Fixing a toxic work environment requires leadership to intentionally reverse toxicity. In other words, to develop a healthy workplace culture, they need to model healthy behaviors. However, toxic behaviors and norms can be hard to unlearn, especially if they’ve become ingrained in the wider culture. That’s where training can help. Employees upskill and develop as part of their roles, and many expect leaders to do the same. Training specific to managers and leaders would effectively combat toxicity, which could potentially inspire other employees to change behaviors, too – leading to a company-wide transformation. For example, Humantelligence is a tool for daily coaching that uses behavioral science to drive real change by helping managers better understand their own and their team’s behaviors, motivators, and ideal work energizers. Managers often have busy schedules, so HT embeds these insights into existing workflows (like Slack or email) to make learning a daily practice. The Keys to Culprits of a Toxic Workplace We’ve explored what a toxic workplace looks like and how leaders can step up to address toxicity at work – but what causes this toxicity? With 46% of software industry employees suffering burnout due to a toxic work environment, it’s critical to understand how toxicity surfaces. Understanding what leads to a toxic work culture is crucial to preserving your bottom line, keeping employees engaged, and retaining your best talent. Although toxicity emerges in different ways and from different places depending on the organization, research has found that the most common drivers are:Off-the-clock work: Work-life balance is crucial to employee wellbeing, and when employees are expected to be available at all hours, their trust and motivation diminish. They feel like their humanity isn’t being recognized, and stress begins to mount. Without the ability to truly disconnect from work, employees’ behavior and mindset will likely become more negative. This negativity slowly grows and spreads, creating a toxic environment. Poor leadership communication: A highly toxic environment is created when leaders withhold information. Without transparency around the business, employees may become anxious and lose direction and trust in the company. They feel like important decisions are being made without considering their viewpoint, which can leave a big divide between employees and leaders. A lack of consideration for colleagues: When employees feel that colleagues aren’t considering their feelings, the work environment can quickly turn toxic. A lack of empathy in interactions can translate into dismissive or rude behaviors, leading to animosity among employees.All this said, the best way to take action and identify the drivers of toxicity in your organization is to survey your employees. The only people who can tell you how your employees feel are the employees themselves. When provided a channel for feedback, employees are more likely to share candid thoughts about their experience at your organization. If toxicity is brewing in certain areas, a survey with open-ended questions and free response fields can be a safe space for employees to let you know what’s going on – beyond the simple ‘agree’ or ‘disagree’ that most surveys offer. If you’re looking to create a more positive employee experience, we can help.

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Unlocking the Power of Generative AI to Transform HR
Unlocking the Power of Generative AI to Transform HR

In an era marked by digital transformation and remote work, Human Resources (HR) professionals face an evolving landscape. The challenges of recruiting top talent, maintaining effective communication, and optimizing productivity have never been more critical for the employee experience. Fortunately, generative Artificial Intelligence (AI) is emerging as a transformative force in HR, offering innovative solutions to address these issues. In this article, we'll explore the power of generative AI to transform HR by reshaping practices, improving recruitment processes, enhancing communication, and boosting productivity in distributed workforces. Revolutionizing Recruitment with Generative AI Recruitment has always been a cornerstone of HR, but the process can be time-consuming and fraught with biases. Generative AI, through its natural language processing and machine learning capabilities, is revolutionizing how organizations identify and attract top talent. Here are some key ways in which generative AI is reshaping recruitment: 1. Automated Candidate Screening Generative AI-powered tools can analyze thousands of resumes and job applications within seconds, ensuring that every candidate is evaluated fairly. These systems can identify relevant qualifications, skills, and experience, streamlining the initial screening process. According to a survey conducted by HR Dive, 72% of HR professionals reported that AI has improved their ability to find the right candidates more efficiently. 2. Eliminating Bias in Hiring One of the most significant challenges in HR is reducing unconscious bias during hiring. Generative AI algorithms are designed to make decisions based solely on data, reducing the risk of discrimination based on gender, race, or other factors. It promotes diversity and inclusivity in the workplace. 3. Personalized Candidate Experiences Generative AI can personalize candidate interactions, making potential employees feel valued from the beginning. Chatbots and AI-driven email responses can answer candidate queries promptly, enhancing the overall candidate experience. You can even make these responses sound more human than the traditional chatbot. Juan Betancourt, CEO of Humantelligence and well-known executive search recruiter notes, "Generative AI is a game changer for HR. The power of generative AI to transform HR will show itself in saved time and also an improvement in the quality of candidates screened. It will make the recruitment process is more efficient and inclusive than ever before." Generative AI to Transform HR in the Delivery of Communication Across Distributed Teams Effective communication is the glue that holds remote teams together. Generative AI is playing a pivotal role in bridging communication gaps and fostering collaboration. Here's how: 1. Virtual Assistants for HR Queries Generative AI-powered virtual assistants can handle routine HR inquiries from employees, such as leave requests, policy clarifications, and benefits queries. This not only frees up HR professionals from administrative tasks but also ensures quick and consistent responses. According to a study by Deloitte, companies that use virtual HR assistants have seen a 50% reduction in HR query resolution time. 2. Multilingual Support In a global workforce, language barriers might hinder effective communication and create inefficiencies. Generative AI can provide real-time translation services, allowing team members from different regions to collaborate seamlessly. 3. AI-Powered Chat and Collaboration Tools AI-driven chat and collaboration tools can analyze conversations and suggest relevant documents, resources, or experts, facilitating information exchange among team members. This enhances productivity and ensures that the right information is always at hand. This also works for email communication and communication in virtual meetings among colleagues. For example, HR can provide employees with an AI plug in to their email provider so that emails can be rewritten and optimized for how the recipient likes to receive information. One simply writes an email and then pushes a button. The email gets rewritten instantly using AI and then tells you why that person prefers this type of communication. "It's important for the employee experience to create a more supportive and engaging environment for people to develop and thrive. AI-driven insights that help people work together better have the power to reduce turnover and boost team productivity, while keeping team cultures/dynamics positioned for the future. It’s an investment that keeps paying dividends across the employee lifecycle,” said Betancourt.  In fact, a McKinsey report found that organizations that effectively leverage AI for internal communications and collaboration are 2.5 times more likely to be top performers. Boosting Productivity Through AI-Powered Insights Improving productivity is a constant goal for HR professionals. Generative AI is providing new insights and tools to help organizations streamline processes and maximize efficiency. 1. Predictive Analytics for Workforce Management Generative AI can analyze historical data and predict future workforce needs. This enables HR to plan for staffing levels, skill gaps, and training requirements, ensuring that the organization remains agile in responding to changing demands. IBM's Watson is a prime example of an AI system that offers predictive analytics for HR. 2. Automating Routine HR Tasks Administrative tasks, such as payroll processing and benefits enrollment, can be automated using generative AI. This not only reduces the risk of errors but also frees HR professionals to focus on strategic initiatives. 3. Employee Feedback and Sentiment Analysis Generative AI can analyze employee feedback, surveys, and sentiment data to gauge employee satisfaction and identify potential issues. This proactive approach enables HR to address concerns before they escalate. HR can now focus on strategic initiatives while the AI takes care of routine tasks.  Employees also appreciate the quick and accurate responses they receive. Challenges and Ethical Considerations Using Generative AI to Transform HR While generative AI offers numerous benefits, it's essential to acknowledge and address potential challenges and ethical concerns. These include data privacy, algorithmic bias, and the need for ongoing human oversight. HR professionals must ensure that AI is used responsibly and in line with legal and ethical standards. As technology continues to advance, HR departments that embrace generative AI will be better equipped to meet the demands of the modern workforce and drive their organizations toward success in an increasingly digital and remote world. For now, this is just the tip of the iceberg when it comes to the power of generative AI to transform HR. If leveraged right, it can enable organizations to recruit top talent, enhance communication, and boost productivity among distributed workforces. By automating tasks, reducing bias, and providing valuable insights, AI is transforming HR practices and helping companies thrive in a digital and remote world. However, it's crucial to address ethical considerations and ensure responsible AI use to maximize its benefits. As technology continues to evolve, HR professionals who embrace generative AI will be at the forefront of shaping the future of work. If you're interested in learning how Humantelligence's AI-powered psychometric tool can improve the employee experience, let's talk!

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