Workplaces are a type of community, yet not all workplaces feel like that. But how can team members feel a sense of community? How does a leader or organisation create that sense? What needs to happen, on an individual, team and company level?
This has been a challenge for leaders in recent years. With many teams working in a hybrid, remote, or in-office environment, it can be difficult to foster a strong sense of community.
As organisational culture experts, we know the importance of fostering a sense of community and connection at work. Here are five ways you can do just that.
Why is connection important?
The level at which team members feel valued, connected, and satisfied in their workplace has a strong impact on both the organisation’s culture and success. When team members feel connected, “they can experience improved job satisfaction, loyalty, productivity and more”1. HBR uncovered in a 2022 survey that “when people had a sense of community at work, we found that they were 58% more likely to thrive at work, 55% more engaged, and 66% more likely to stay with their organization.”2
Knowing all these benefits, how can we foster a sense of community among our team?
1. Recognition
Regularly recognising team members’ efforts and contributions can make them feel valued at work. By feeling valued, team members can connect with the work they are doing, the people they are working with, and the organisation’s wider purpose. At Corporate Edge, we use the platform Teamphoria to send ‘RAVE’s’ to team members we’d like to recognise. Read more about Teamphoria’s capabilities.
Along with recognising positive behaviours, it is important to also recognise team members’ birthdays and anniversaries. By celebrating such milestones, team members are shown how much their organisation cares for them. At Corporate Edge, our Fun Squad celebrate by ordering delicious desserts, decorating their desk, and sending a fun message on Teams that everyone can comment on.
2. Listen to your team
To develop strong relationships, make it a practice to listen to your team. Listen to learn not only their interests, goals and ideas but also listen to their feedback. Feedback is crucial to growth. Regularly ask for feedback, whether that be through one-on-one meetings or surveys, and ensure you act on the suggestions received. When team members know that their feedback can affect change, they will be more open to providing feedback and feel more connected to your organisation.
Practising active listening and fostering an environment of psychological safety are key elements to building that relationship within your team. Across your peers and direct reports, especially when they’re remote.
3. Consistently communicate with transparency
Leaders can create a sense of community by regularly communicating with transparency. Keep your team up-to-date on wins, opportunities, challenges and strategies to build trust and loyalty. At Corporate Edge, we communicate openly with the whole village by sharing a monthly ‘Village Vibes’ newsletter that contains information on wins, opportunities, strategy updates, and team member updates.
On a personal level, leaders should encourage open and honest communication with their team members. Being vulnerable and honest with your team about certain aspects of your life builds that trust and allows open two-way communication, even if it’s a hard conversation. Read our thought piece to find out how you can open the lines of communication between leaders and their teams.
4. Face-to-face time
As more and more teams adopt a hybrid or remote work environment, the brick-and-mortar office has transitioned to become a space for connection. While work often can be done from home, the office is where relationships blossom. If possible, consider bringing your team together in-person a few times a year to allow them to feel more connected with each other. At Corporate Edge, we have team dinners quarterly that allow everyone to catch up and have fun over good food and drinks. Beyond this, every day for those in the office we sit down and eat lunch together. Other ideas include a team/company offsite, virtual happy hours, training events and team-building activities.
Another way to boost connection is to implement effective one-on-one meetings. Besides being a fantastic opportunity to reflect, give and seek feedback, and plan ahead, these meetings also allow leaders to get a better grasp on the wellbeing of their team. Buy our feedback toolkit for a practical guide on how best to seek, give and receive feedback.
5. Community culture
Workplace culture is at the heart of building a sense of community. To start, consider implementing the below initiatives:
- Culture and wellbeing programs. Ensure your leaders are equipped with the knowledge to create a safe, engaging and aligned environment for their team to feel connected to. At Corporate Edge, we have multiple programs that can be tailored to meet your needs. Explore our solutions page and get in contact to start your leader’s journey to building a great culture.
- Offer employee resource groups. Encouraging the formation of groups based on shared interests, experiences or backgrounds can foster a deeper sense of community and connection.
- Be culture and community aware. Celebrate holidays to honour different cultures and consider offering volunteer time off or participating in challenges hosted by charities. At Corporate Edge, 13 members of our village participated in The Smith Family’s 2024 Dream Run challenge.
To create a strong sense of connection, you must start by creating an inclusive culture. These 5 strategies can ensure your team members feel valued, connected and satisfied.
If you’re interested in any of our solutions, please reach out, we’d love to chat.
Resources:
- Test. L, 2024, 8 strategies for fostering employee connection at work, Culture Amp, https://www.cultureamp.com/blog/employee-connection, 18/7/24
- Porath. C, Piñeyro Sublett. C, 2022, Rekindling a Sense of Community at Work, Harvard Business Review, https://hbr.org/2022/08/rekindling-a-sense-of-community-at-work, 18/7/24
