Building high-performing teams through a culture of belonging

Do your people feel valued and included?

Trust in each other is crucial to doing our jobs well, right? But sometimes, differences like gender, race/ethnicity, and age can get in the way of creating an awesome workplace. That's why we've got to make sure that nobody feels excluded from getting the support they need and that everyone's a valued part of the team.

Inclusion means building an environment where everyone feels like they belong, are supported, and are offered the same opportunities to do well.

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Why does this matter?

It's important to help our teams and people thrive and perform at their best to increase the effectiveness of an organisation. Successful teams are those that have an environment built on trust and high levels of psychological safety. This means that every member of your team feels safe in their workplace and has the confidence to take risks and ask questions.

When trust and safety are present, everyone can learn, grow, and perform at their best. Imagine working in an environment where everyone fulfils their potential and operates effectively within their teams to achieve their goals and, subsequently, the goals of the organisation. Creating a sense of belonging and an inclusive workplace is critical to achieving this. So, how can we, as individuals and leaders, contribute to a work environment that celebrates everyone? Let’s take a closer look!

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Trust is a must!

Take a second to think about how you lead and approach things. Ask yourself, do my actions or words create trust or break it within my team? Consider your role in the workplace and be real with yourself. Are you cool with each team member's unique contribution and encourage them to be themselves? Do you show this in the way you talk and act? Making a comfortable and healthy workplace based on trustworthy relationships is the most important thing for any team.

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The power of Diversity & Inclusion

When we have a diverse group of people, we get a diverse range of thoughts and ideas because everyone sees the world differently based on their experiences and perspectives.

Creating an inclusive work environment where everyone feels comfortable being themselves and sharing their opinions is important because not everyone thinks the same way.

Getting different viewpoints can help us solve problems in new and innovative ways. Having a mix of people is beneficial because it adds to creativity and helps us find solutions we wouldn't have thought of otherwise. It's not always easy to appreciate differences, but it's worth it.

Approaching things from multiple perspectives can open new possibilities and solutions. We can achieve so much more when we accept and embrace our differences.

Belonging behaviours

It's important to encourage positive actions, give everyone a chance to speak up, praise creative ideas and knowledge sharing, don't dismiss something just because it's different, and let your team try new things without worrying about failing.

Learn from experiences and use them to grow. Don't forget about your team's shy or quiet achievers; they might have some great ideas, too. Be interested in your team members, understand what motivates them, and what challenges they face. Personal connections are key, so try to know your people and support them to achieve their goals. When people feel appreciated, they usually work harder and are more productive.

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Strong and connected teams.

Language plays a huge role in creating a high-performing team. It is crucial to be mindful of the words you use because they set the tone for the team's culture and behaviour. Using non-inclusive language can affect the team's ability to work together and achieve high performance. So, if you're not familiar with inclusive language, it's time to learn it with your team.

Being culturally sensitive and respectful of diversity of thought fosters an inclusive environment where everyone feels valued and part of the team.

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Flexibility and trust

Flexibility and trust go hand in hand when it comes to work arrangements. It's essential to champion flexible work and find the right balance between a hybrid working model that supports both the organisation and each employee. A one-size-fits-all approach is no longer acceptable.

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ManpowerGroup Australia is navigating this topic as we try to find our new normal post-pandemic. In the recruitment and consulting sector, face-to-face connection has historically been a key success factor as a lively office atmosphere with high levels of knowledge sharing positively impacts results. Like many organisations worldwide, figuring out how to create a sales culture that ‘maintains the buzz’ in a hybrid operating model is a priority. Our organisation is leading with a people-first approach by applying our Standards of Clarity, Care, and Grow.

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Challenge yourself and your assumptions.

It is crucial to acknowledge and confront our assumptions and biases. How often do we make judgments about someone based on their appearance, gender, race, age, or religion? These biases are often unconscious and influenced by our background and life experiences.

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However, they can lead to inaccurate, unfair, and exclusive judgments. By acknowledging our biases, we can challenge and overcome them, which will help us understand others better. This, in turn, will enable us to make more informed decisions and create a more inclusive workplace for everyone.

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Unconscious bias is a significant global issue, and many organisations are becoming increasingly aware of its negative consequences, which can impact people and organisational performance. So, what does this mean for me in the next 12 months? It means I need to continue to recognise and address my biases and create a more inclusive environment for our people.

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For other leaders who want to achieve better outcomes in the DEIB space, it means acknowledging and challenging their biases, implementing training and education programs for their teams, and creating policies promoting diversity, equity, and inclusion. I'm happy to connect with anyone to share and explore these ideas further; you can reach me at [email protected] or send me a message via LinkedIn.

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