Campaign Flights

Last month we took a tour of some nuanced strategies to optimize employees’ total reward package. 

This month we’re addressing what might be called the long (or middle?) game in supporting employee retention. Employee retention has such an economic impact on  the business, so this strategy is well worth updating.

Have you ever considered that “community” and culture could be a form of indirect compensation, given that how employees feel – their level of energy at work – can have enormous value? 

Closely related to culture, but not the same, community is an element that activates within culture. Community focuses on the interpersonal and social aspects of your company, whereas culture is the framework for community – the broader organizational environment and norms. All of it represents a major “benefit” to employees when companies get it right. 

The other valuable “C” (don’t make us choose favorites), is clarity – because you can’t build amazing culture and community without it. People need to know what the common goals are, what are they rallying around, how do they, as a unique puzzle piece, fit into the whole picture? 

So let’s start with clarity…clarity about roles is one thing you might imagine improved after the turmoil of the pandemic. 

Turns out, not so much.

Gallup reported this year that employees are significantly less certain about what is expected of them than they were in 2020 – across the board, whether remote, hybrid, or on-site. In answer to the question “I know what is expected of me at work”, 

Remote employees  – 47% answered yes, a 12-point drop from 2020 

On-site employees – 43% said yes, a 6-point drop

Hybrid workers, 41%  said yes, a drop of 13%.

In fact, CLARITY –  improving communications about expectations  – could be a secret sauce that jumpstarts stronger community (and ripples into supporting the broader culture) that few are talking about.

Where to start

Given humans are complex social beings, consider building community in a multi-dimensional way. How might you design and deliver a series of short programs that incorporate leadership, learning, practical strategies, and team bonding?

The possibilities are many – almost too many. (Overwhelm, anyone? We’ve got your back.)

Here is a clear starting place to consider – a checklist and a tool for quickly tailoring workshops to your goals.  

Step 1: First, do a quick scan of this list and see what stands out to you.

Forshay’s Checklist for Building Team Community & Culture:

Shared Values & Purpose:

• Mission & Vision: Is the company mission and vision clearly communicated?
• Team Building Activities: Are there regular team-building events that promote collaboration?
• Recognition & Rewards: Do programs recognize behaviors that embody company values and teamwork?

Open Communication & Transparency:

• Leadership Accessibility: Are leaders approachable and visible to employees?
• Communication Channels: Are there established channels for regular communication (town halls, emails, etc.)?
• Transparency & Feedback: Is there transparency in decision-making, and is employee feedback actively encouraged?

Collaboration & Psychological Safety:

• Cross-Functional Teams: Are there opportunities for collaboration between different departments?
• Psychological Safety: Do employees feel safe to share ideas and make mistakes without fear of punishment?
• Conflict Resolution: Are healthy conflict resolution strategies in place?

Celebration & Recognition:

• Team Wins: Are team accomplishments, big and small, celebrated?
• Employee Appreciation: Are there programs to show appreciation for individual and team contributions?
• Social Events: Are there opportunities for employees to connect in ways that align to what energizes them? (ie you’ve surveyed them to know what social events are actually valued)

Inclusion & Belonging:

• Inclusiveness: Are there programs to create, evolve, and sustain a welcoming and inclusive community? 
• Mentorship Programs: Are there mentorship programs to connect experienced and new employees?

 

Step 2:

Now, with your tailored shortlist, here’s a tool for you to move forward. We’re using BALLOON (getballoon.com) to design for community and team workshops that will specifically serve each team – it can be skill development (personal or career growth), team cohesion, increasing belonging…all of which directly impact business performance. There are pre-populated questions from Adam Grant, Daniel Pink, and Amy Edmonson among other excellent leaders in teamwork (and full disclosure, Sally Thornton is an Advisor and also has flight templates – we invest our time where we see the win/win/win). 

In designing the Balloon, our clients’ team members specify what area they want to focus on, and we customize the Balloon to deliver. This frees you and your internal team to do your highest value work. 

Deceptively simple, time-saving, and effective.

Getting Started Boosting Community ROI

Does anything in this Clarity/Community/Culture approach resonate with you? We’re Curious (and on a roll!). 😊
Is your organization at the top end of the “community” compensation scale? How do you know? 

Reach out, and we’ll happily help you take stock and think through your strategy and/or execution—please consider us part of your extended community!