¿Cómo fomenta una cultura de inclusión y pertenencia entre sus empleados y gerentes?

Lead by example: Demonstrate empathy and respect towards all team members, fostering trust and openness. 🤝 #Empathy #Respect Encourage diverse perspectives: Emphasize the value of different backgrounds, promoting collaboration. 🌍 #Diversity #Inclusion Provide training on bias and inclusivity, empowering meaningful contribution. 📚 #Education #Empowerment Celebrate achievements: Recognize milestones, ensuring everyone feels valued. 🎉 #Appreciation #Recognition Foster open communication: Create feedback channels for dialogue and problem-solving. 💬 #Communication #Dialogue Support work-life balance: Prioritize flexibility, accommodating various needs. ⏰ #Flexibility #WorkLifeBalance

Die Definition der Positionierung des Unternehmens zeigt nicht nur die Vision, die Mission und die Werte. Es zeigt auch ganz klar, mit welchen Menschen das Unternehmen arbeiten möchte. Die Vision und Werte müssen daher zwingend authentisch und wahrheitsgetreu sein. Ein Marketingslogan klingt sicher nett, aber sowohl die Kundschaft als auch die Mitarbeitenden haben eine Erwartung an die definierten und kommunizierten Werte. Sollte die Erwartung zu weit von der Realität abweichen, führt das zu enormer Unzufriedenheit und ist ein Nährboden für Konflikte.

Los valores tienden a ser fijos y poco transformables, por lo que es importante identificarlos para que sean parte de la estrategia de gestión humana en la captación del talento. Así, lo que se puede implementar es mensajes y actividades que de manera concreta promuevan la diversidad e inclusión, que no sea por el número, sino por hacer las cosas bien.

Fostering a culture of inclusion and belonging is crucial for startups and organizations of all sizes. As a founder or manager, you must take time to establish a mission statement and core values that emphasize inclusivity and belonging. Communicate these values consistently and ensure they are integrated into all aspects of the company, from hiring and performance evaluations to day-to-day operations.

Algo importante es saber sí las personas realizan actividades juntos de manera informal, esto te dice qué tanto están las relaciones dentro de los equipos; usa instrumentos validados y de manejo del discurso. Lo que se puede hacer es un esquema que nos dé en tiempo real las condiciones actuales, además con un visor de datos nos podemos orientar mejor a las oportunidades de mejora.

Etwas, das ich hilfreich fand, war die Analyse von sozialen Konflikten. Oftmals zeigt die Ursache die Lücken sehr deutlich auf. Die Analyse des Konfliktes schafft zwei positive Aspekte: Durch eine anschließende gemeinsame Aufarbeitung, kann der Konflikt beigelegt werden und nachhaltig gelöst werden. Zudem können Prozesse und Maßnahmen ergriffen werden, um den Konflikt in Zukunft zu umgehen.

Open communication is critical. Leaders/founders must foster an environment where employees feel comfortable expressing their opinions, concerns, and ideas. Encourage open dialogue wherever possible and actively listen to feedback. Organizations can also create channels for anonymous feedback to ensure everyone's voice is heard, particularly for those who may be hesitant to speak up.

This is a proactive process that requires a dedicated effort and attention. Recently, there has been a lot of conversation about various acronyms. I believe that the number of letters in the acronym is secondary to the actual actions and corresponding results taken by the organization. How does the organizational culture feel to the employees and managers? That is the type of questions that should be the focus and the answer will reveal any deficiencies and areas to work on.

Implement initiatives that directly address the unique needs and challenges identified in your assessment. This could range from leadership training focused on inclusive practices to creating spaces for underrepresented voices to be heard and valued. Tailoring interventions ensures that efforts resonate more deeply with employees, fostering a genuine sense of belonging.

Growing organizations can arrange workshops or training sessions to educate employees and managers about unconscious bias, cultural competence, and inclusive communication. These initiatives can help raise awareness and improve understanding among team members. Any organization, regardless of size, should establish mentorship and buddy programs. Pairing new employees, especially younger ones, with experienced mentors or buddies who can help them navigate the company culture, connect with colleagues, and offer support. These programs promote a sense of belonging and facilitate knowledge sharing.

This is where having a model of human behavior in place that is used by your organization is so valuable! I love the DISC Model because it is so user friendly and has the most validity studies. By creating a DISC Culture within your organization, you ALSO create a culture of inclusion AND belonging. You’ll understand each personality type needs to feel wanted and valued. You’ll also know how meet that need!

Implementing targeted interventions and initiatives is key to fostering a culture of inclusion and belonging. Start by identifying specific areas where inclusivity needs improvement, such as recruitment, onboarding, or team dynamics. Develop programs that address these gaps, like diversity training, mentorship programs, or employee resource groups. Ensure that these initiatives are tailored to your organization’s unique needs and are actively supported by leadership. Regularly gather feedback from employees and managers to refine these efforts. By taking focused, intentional actions, you can create an environment where everyone feels valued and included, enhancing overall engagement and organizational cohesion.

Podemos partir de la línea base que es necesaria al principio de las cosas, buscando las condiciones que han cambiado y son variables del proceso. Apostemos por realizar gestión del conocimiento, para que podamos hacer transformaciones sostenibles y que se adapten a la realidad.

Remember to define success using the SMART framework: - Specific - Measurable - Action-oriented - Realistic - Time-related Let's look at that in action, as we define the desired outcomes: --- Great: Improve the 'belonging' scores by 2 points in 12 months by funding the ERGs with $XX,XXX each to execute 4 employee engagement events a quarter & measure results via a culture index survey and quarterly post mortems. Good: Improve the 'belonging' scores by funding the ERGs to execute employee engagement events & measure results via a culture index survey. Bad: Improve belonging by making the culture more inclusive using only volunteers. --- See the difference? Know what you're monitoring & evaluate the outcomes and impact all along the way.

Regularly review the impact of your inclusion efforts, using both quantitative data and qualitative feedback. This continuous evaluation helps pinpoint what's working and what needs adjustment, ensuring your strategies evolve in line with employee needs and organizational growth. Celebrate successes to reinforce the value of these initiatives to the entire organization.

Siempre va a ser importante destacar las cosas en las que nos encontramos, las que tenemos en común y las que disfrutamos; generemos espacios de bienestar que mejora las actitudes de las personas sobre la diferencia. Bajo este modelo, se trata de buscar modelos que funcionen como mentores, además, de traerlo desde la alta dirección.

For new workers joining a company, the experience can be both exciting and overwhelming. As a founder or manager, be proactive in welcoming them and helping them integrate into the company culture. Assign them a mentor or buddy, provide clear expectations and feedback, and encourage collaboration with colleagues across different levels of experience. By prioritizing their onboarding and supporting their growth, you can ensure their smooth transition into the organization and foster a sense of belonging from the start.

Before any actions consider why would it fail. Challenges to fostering an inclusive culture include: Leaders' lack of authentic commitment, hindering progress and resource allocation. Resistance to change from employees due to fear, biases, or a lack of understanding. Ineffective implementation with poor integration and communication. Not enough consideration of different languages both in receiving and giving information. Unaddressed biases and discrimination despite efforts. Lack of accountability, impeding progress. Overcoming these requires commitment, education, and addressing systemic barriers for an inclusive culture to thrive.