Employees that feel heard and valued have higher levels of job satisfaction and productivity. That’s why the level of inclusivity that a manager exhibits to employees has an impact on business. Your annual employee engagement surveys might reveal that your employees experience exclusion, but without additional information, it is hard to know exactly how to address this challenge. This lack of information and context drives many organizations to turn to a one-size-fits-all answer such as implementing unconscious bias training or an inclusive leadership course, which often fails to ultimately move the needle on engagement scores.
Seramount’s Assess360 solution uses a proprietary tool called Employee Voice Sessions to capture anonymous, qualitative feedback from employees that puts heart behind the data that comes from engagement surveys. This helps DEI and talent leaders to make informed strategy decisions that address their unique challenges head-on.
In reviewing the data we’ve collected from partners for our recent insight paper on designing an inclusive employee experience, we found that approximately twice as many employees who feel included report that their manager engages in a specific set of behaviors, compared with employees who do not feel included on their teams.
These six powerful managerial behaviors can advance your employees’ sense of belonging and make or break your business:
Maintaining regular contact with direct reports
One-on-one meetings provide a platform for continuous and transparent communication between managers and their staff, facilitating conversations about career goals, passions, and prospects for professional development. By engaging with their employees in this manner, companies demonstrate a commitment to their employees’ well-being and long-term satisfaction in the workplace.
Getting to know direct reports personally
One way to develop enduring relationships based on trust is when managers and their direct reports get to know each other on a personal level. Research indicates that when employees feel secure at work, they exhibit higher levels of confidence and performance.
Empowering team members to make decisions
Confident decision-making is a key skill for effective leaders. When managers give their direct reports the power to make decisions, it can have positive effects on their confidence, motivation, and performance. It also encourages a collaborative and trustworthy culture.
Making sure every team member is heard
It has been reported that 74 percent of workers experience increased productivity when they feel their opinions are valued; however, a massive 86 percent of employees feel that their peers’ voices are not given equal importance. Companies that establish a culture of transparency and actively listen to their staff’s ideas, utilizing their feedback in decision-making, can reap numerous benefits.
Making it safe for team members to propose new ideas
Ensuring the presence of safe spaces within the workplace is essential to promote the overall well-being of employees. However, it is particularly important for members of minority groups, individuals dealing with mental or physical health challenges, and those facing harassment or bullying.
Helping team members to build connections at work
When employees feel a strong connection both with their peers and their employer, they tend to have less inclination toward seeking opportunities beyond their current job. This is due not just to professional satisfaction but also because building similar relationships with colleagues elsewhere can be challenging.
As a business leader, it’s crucial to understand that your employees’ skills and abilities are essential to your success. By investing in their development, you can enhance their loyalty and job satisfaction while boosting workplace productivity and innovation. This investment will do wonders for your organization, leading to a team of skilled and motivated employees who can help drive company growth.
Our newest report, Designing an Inclusive Employee Experience: A Framework to Bridge the Gap Between Employee Expectations and Workplace Reality, shares the latest Seramount insights on important truths that DEI and talent leaders should be aware of that may not be showing up clearly in your survey data. The insight paper also offers actionable ways to ensure employee engagement, best practices from our team of DEI experts, and tips on how to get started within your organization.
Interested in learning more about how a partnership with Seramount can advance your DEI and talent needs? Contact us.
