According to Deloitte, 68% of employees and 81% of those in the C-suite say improving wellbeing is
more important than advancing a career.1 When you couple this shift in perception with the number of choices people now have about where and how they work leading to widespread retention concerns, it becomes clear that organizations must focus on building cultures of belonging to ensure their survival.
External factors beyond your control may make it seem like all you can focus on are operational stability and keeping the lights on, but even the way you see those activities can be reframed to appeal to the modern workforce. The key to getting there is centering the decisions you make about your culture, technology, and business goals on one key ingredient — trust — a critical component of the success of any modern organization. Championing great workplaces starts with culture, and modern employees expect to feel safe, valued, and heard wherever they go. This is considered table stakes for survival regardless of your organization’s size or industry. It’s mission critical to know the proven standards for developing a strong, inclusive culture and to operationalize those standards through actionable tools and processes at every level of your organization. In this playbook, we share the different cultural elements needed to build feelings of trust and belonging, how you can reinforce those elements with technology, the benefits of taking these actions, and some practical resources to help you get started.
So what elements contribute to a culture of trust and belonging? Thirty years of continual research by Great Place To Work® has proven that the definition of a great workplace is one where employees trust the people they work for, have pride in what they do, and enjoy the people they work with. With survey responses from more than 100 million employees, Great Place To Work has found that five factors are instrumental in building a great workplace: credibility, respect, pride, camaraderie, and fairness. For each of the factors, we pose a few questions below and more in the appendix to help you think about how well your organization stacks up when it comes to nurturing trust.
Cultural standards are important, but it’s even more important to operationalize those standards and make them actionable if you want them to have a positive impact on your workforce. That means ensuring you’ve set up your HR and workforce management technology in a way that supports trust and
belonging. Trust is the foundation of a great culture. It’s built on many moments in everyday work moments that Great Place To Work research has broken down into nine behaviors that can build or break trust. Every leader should work on improving these behaviors and can leverage technology to do so.
This article is posted at ukg.com
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