Désirée (Ferenczi) Graciet’s Post

Nurturing relationships demands ongoing commitment. The truth is that open communication, sustained effort, and consistent care are *all* crucial pieces of the puzzle. Just as with marriages and friendships, relationships with employees require the same level of dedication. In this Fast Company article, the importance of finding common ground, embracing continuous learning, offering trust, and actively listening are emphasized as the four essential pillars for keeping our teams motivated and engaged. These components are not just beneficial but essential for cultivating a vibrant and resilient workplace where teams can truly thrive. #EmployeeEngagement #WorkplaceCulture

What impact does genuine attention have on employee satisfaction?

What strategies have you found effective for nurturing communication and teamwork in your environment?

Wow. Ayse (Eye-Shay) Birsel - thank you for this! I just finished reading an insightful article by Ayse Birsel and Ruth Gotian on developing and rekindling workplace friendships. Their exploration of how friendships can fuel employee engagement, innovation, and overall workplace well-being really resonated with me. 🌟 Some memorable takeaways: Friendship Factories: Creating conditions for connection by sharing time, place, and interests, multiplied by trust, can build stronger workplace bonds. Collaboration as Connection: Reframing help as collaboration can foster empathy and trust, which are key to building deeper relationships. Leveraging Shared Interests: Forming interest groups and cross-department projects can turn acquaintances into lasting friendships. This is a must-read for anyone looking to enhance their workplace culture. Thank you, Ayse and Ruth, for sharing these collab piece! https://lnkd.in/e4a27NGD

Avoid workplaces with lots of pizza parties and social events. ❌❌🍕🍕 Pizza parties and frequent social events might seem like harmless perks, but they can sometimes signal potential red flags in the workplace. 🚩🚩 Here’s why: 1. 𝗣𝗶𝘇𝘇𝗮 𝗣𝗮𝗿𝘁𝗶𝗲𝘀: While they can be a fun way to build team morale, frequent or lavish pizza parties might indicate that the company is using perks to mask deeper issues. This could include: - 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗚𝗲𝗻𝘂𝗶𝗻𝗲 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁: If employees need constant external rewards to feel valued, it could suggest that intrinsic motivation or job satisfaction is lacking. - 𝗢𝘃𝗲𝗿𝗰𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝗣𝗼𝗼𝗿 𝗪𝗼𝗿𝗸 𝗖𝗼𝗻𝗱𝗶𝘁𝗶𝗼𝗻𝘀 It might be a way to distract from or compensate for negative aspects of the work environment, such as poor management or lack of career development. 𝟮. 𝗙𝗿𝗲𝗾𝘂𝗲𝗻𝘁 𝗦𝗼𝗰𝗶𝗮𝗹 𝗘𝘃𝗲𝗻𝘁𝘀: While regular social events like team outings can foster camaraderie, they might also indicate underlying issues: - 𝗗𝗶𝘀𝘁𝗿𝗮𝗰𝘁𝗶𝗼𝗻 𝗳𝗿𝗼𝗺 𝗗𝗲𝗲𝗽𝗲𝗿 𝗜𝘀𝘀𝘂𝗲𝘀: Excessive focus on social events might be used to divert attention from more serious workplace problems, such as poor management, lack of career advancement, or inadequate support. - 𝗦𝘂𝗿𝗳𝗮𝗰𝗲-𝗟𝗲𝘃𝗲𝗹 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 A heavy emphasis on social activities might suggest a superficial approach to employee engagement, where fun events are used to cover up a lack of genuine support, development opportunities, or meaningful feedback. These perks aren't necessarily bad, but it's important to think about them in the context of the overall workplace environment and employee satisfaction.

My late wife Kate, who managed HR at our company, was a visionary. She developed a concept of three core pillars essential for fostering productive and fulfilling relationships at work: 𝗮𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻, 𝗮𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰𝗶𝘁𝘆, and 𝘀𝗵𝗮𝗿𝗲𝗱 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝘀. 𝗔𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻 👀 Kate believed that genuine attention is the cornerstone of employee satisfaction. When discussing company events or benefits such as insurance plans, she often emphasized, "Ultimately, it's all about attention." This perspective shifted our focus from merely replicating industry-standard practices to truly understanding and addressing our employees' unique needs. Instead of defaulting to “standard” perks, we began to ask: What genuinely enhances our team's satisfaction? 𝗔𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰𝗶𝘁𝘆 🕺 According to the 2021 Gartner EVP Employee Survey, 82% of employees say it is important for their organizations to see them as people, not just employees. Yet only 45% of employees believe their organization sees them this way. There are still tendencies in the market where people in companies are seen as “resources”. People can’t be authentic in an environment like that. When founders and management demonstrate authenticity and vulnerability, it encourages the team to be more open and express their true thoughts and feelings. 𝗦𝗵𝗮𝗿𝗲𝗱 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝘀 👯 Corporate events are traditionally seen as a means to forge shared experiences, which are crucial for team bonding and mutual understanding. However, creating these connections isn't limited to physical gatherings. Online games, collaborative projects, and educational initiatives can also foster this sense of community, especially in distributed teams or when resources for physical events are limited. These three pillars — attention, authenticity, and shared experiences — are fundamental not just in professional contexts but in all interpersonal relationships. What strategies have you found effective for nurturing communication and teamwork in your environment?

Building a sense of community at work truly transforms our environment, something I’ve come to see time and again. It's those small gestures that often pack the biggest punch. Consider something as simple as compiling shared lists of interests, like knowing your team's preferred snacks or coffee orders might seem trivial, but it's these details that can foster real connections. They help break down walls and turn our workspace into a community. Regularly questions like, “How can I support you right now?” or “What do you need to excel in your role?” shows our team members that their well-being and professional growth matter to us. This is a direct way to elevate morale and enhance productivity. Don't overlook the power of praise either. Celebrating each other’s achievements can fundamentally change the atmosphere of our workplace. High-performing teams flourish under positive reinforcement, and it’s vital to cultivate a culture where recognition is not just frequent but heartfelt. By using these seemingly minor but significant actions, we can craft a workplace where everyone feels valued and interconnected. This focus nurtures our work environment, driving superior performance and deeper engagement. #Wellbeing #Community #WorkplaceCulture 

If it's not explicitly labeled a DIB event, then, well, it's not technically a DIB event, right?  I'm still surprised how DIB initiatives still need to be spelled out so clearly. But the most impactful DIB moments are those that are embedded, not expressly declared as such. A few years ago, before the pandemic and when going to the office was a given, I initiated the Learning Lab. These were conferences on HR topics with a very clear goal: Everyone working for Top Employers, from finance to office management, should have a minimum level of HR knowledge. After all, we do have the most comprehensive HR survey on the market, and we should be proud of it! This created a sense of inclusion and belonging without ever needing to say it. Fast forwarding a few years later, I spearheaded the Interconnect workshops, which are cross-cluster, cross-team workshops that create a safe space for discussing topics. The concept is simple: a 10-minute general presentation, followed by sending attendees into smaller mixed-group breakout rooms to work on a specific exercise. There's a group lead to facilitate the conversation and ensure everyone gets a chance to speak. This creates a safe space to discuss, share views on a subject, and instills diversity, inclusion, and belonging – again, without needing to announce it. It is important to mention that all these initiatives have always been supported by the board, which not only helped legitimize them but also made attendees feel supported and heard. My DIB philosophy centers on fostering cross-cluster and cross-team collaboration, promoting cognitive and people's engagement, and creating a sense of belonging through workshops, knowledge-sharing sessions, and brainstorming activities. I truly believe that most organizations miss out on true DIB moments when they don't encourage cross-cluster meetups. After all, someone who works in procurement will analyze a subject differently than a designer. But if we put them in the same room, add some salespeople, a project manager, and the cherry on top – an intern – and give them all a safe space to analyze a business topic, we might come out with the most innovative ideas and, most importantly, the most launchable ones. However, let me finish this post with a little warning. If you organize something similar to the Interconnect workshops, there will always be one group that struggles to find their synergy. But hey, that's just a reminder that even the best-laid plans can have a hiccup – and sometimes those hiccups lead to the most unexpected (and hilarious) learning experiences. DIB initiatives explicitly or implicitly expressed are not a 100% guaranteed outcome. #deib #diversityinclusion #topemployersinstitute #dei #DIB

🚀 𝟱 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝘁𝗼 𝗕𝗼𝗼𝘀𝘁 𝗠𝗼𝗿𝗮𝗹𝗲 𝗮𝗻𝗱 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝘄𝗶𝘁𝗵 𝗜𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝗦𝗼𝗰𝗶𝗮𝗹 𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝘀 Internal social networks are potent tools that can significantly enhance employee engagement, morale, and retention within an organization. Here are five strategic tips on how to use these platforms effectively: 🏆 𝗣𝗿𝗼𝗺𝗼𝘁𝗲 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗔𝗽𝗽𝗿𝗲𝗰𝗶𝗮𝘁𝗶𝗼𝗻: Encouraging employees to recognize their peers' achievements on internal networks can foster an atmosphere of appreciation that enhances job satisfaction. Create features like "Employee of the Month" or recognition badges that colleagues can award each other for outstanding work or support. This not only boosts the receiver's morale but also encourages everyone to contribute positively. 🤝 𝗙𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗲 𝗖𝗿𝗼𝘀𝘀-𝗗𝗲𝗽𝗮𝗿𝘁𝗺𝗲𝗻𝘁𝗮𝗹 𝗜𝗻𝘁𝗲𝗿𝗮𝗰𝘁𝗶𝗼𝗻: Use your internal network to break down silos by creating cross-functional groups or discussion forums. These can be centered around shared interests (like books, sports, or tech) or company-wide projects. This interaction promotes a greater understanding of different roles within the company and builds a sense of community across departments. 💬 𝗛𝗼𝘀𝘁 𝗩𝗶𝗿𝘁𝘂𝗮𝗹 𝗤&𝗔 𝗦𝗲𝘀𝘀𝗶𝗼𝗻𝘀 𝘄𝗶𝘁𝗵 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: Schedule regular, informal live chats or Q&A sessions with company leaders. These sessions provide transparency and allow employees at all levels to feel heard and valued. They can ask questions, provide feedback, and gain insights into the company’s vision and goals, which can enhance alignment and engagement. 🔄 𝗜𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁 𝗥𝗲𝗮𝗹-𝗧𝗶𝗺𝗲 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗮𝗻𝗱 𝗦𝘂𝗴𝗴𝗲𝘀𝘁𝗶𝗼𝗻𝘀: Enable a channel within the network for real-time feedback and suggestions. This gives employees a voice in the ongoing development and improvement of the workplace. It shows that the company values their input, leading to greater job satisfaction and loyalty. 🎉 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗠𝗶𝗹𝗲𝘀𝘁𝗼𝗻𝗲𝘀: Make space on your internal social networks for employees to share personal milestones such as birthdays, work anniversaries, or personal achievements like running a marathon or volunteering. Celebrating these personal moments can humanize the work environment and strengthen interpersonal connections among staff. #EmployeeRecognition #TeamAppreciation #TeamBuilding #CrossDepartmentalCollaboration #LeadershipAccess #OpenDialogue #FeedbackLoop #EmployeeInput #PersonalMilestones #CelebrateSuccess

Here's Why Your Co-Workers Are Not Your Friends By Jack Kelly There are benefits to fostering workplace connections, as belongingness will always be a fundamental human need. In fact, social connection is the main driver for employee engagement and well-being, according to research by Qualtrics on workplace belonging. People often look to their colleagues for a sense of belonging, as co-workers spend eight or more hours together in person or via Zoom calls and Slack channels. Cliques form in the office, while some also have chosen work “wives” and “husbands.” However, whether you are onsite or working remotely, balancing relationships with co-workers is sometimes like navigating your way through a minefield. You want to like your colleagues and cultivate close relationships, but there is always an underlying sense of competition, one-upmanship and crossing boundaries, which can blow up in your face. In the workplace, the expression "your co-workers are not your friends" is an advisory warning that you need to always remain vigilant about protecting professional boundaries, while also maintaining mutually beneficial work relationships and building close personal friendships. Toeing this line can be difficult. https://lnkd.in/e4Nq6Y5y