In The Happiness Index Part 1, we shared why The Hire is so focused on measuring workplace happiness, what it means to us, and how we are quantifying it with recently placed candidates. In this article we share what initial results of “The Happiness Index” taught us so far in terms of the value of Inclusion to your new hires, and seasoned employees.
Inclusion is a Prerequisite for Happiness
First and foremost, we learned that to be successful, new hires must feel included by their colleagues and managers alike. And inclusion is not just an issue of being nice or being polite, it involves having a structured program in place where peers and leaders take time to get to know their new hires during onboarding and beyond. And we mean really getting to know each other – finding things in common beyond the work. Creating ongoing conversations and interest in seeing one another thrive. Authenticity here is key, as anybody who has ever attended (or even hosted) orientation for new employees knows how much good this connection can do for empowering employees and giving them alignment and direction!
While inclusion relates to a range of issues, it is vital for a person entering a more junior role. For new graduates, inclusion often requires that peers and managers take time out from their schedule to meet with them one-on-one, take them around the office/show them the ropes, etc. Do this straight away in one-on-one meetings by checking in with your employee or teammate on a personal level first [whatever the common ground is you have mutually established] before jumping into the work. Hearing, “How are things going with your life balance as your acclimating to your new role here?” can be a great relief to a new employee struggling to navigate change.
What constitutes Inclusion?
Inclusion is “the state or quality of including the fact of taking someone or something within a larger group or whole.” In other words, inclusion means an environment where every person feels welcome and viewed as an essential part of their respective team. As we discussed inclusion during our “Happiness Index” interviews, we realized that it really is an umbrella term drawing together team-building activities and initiatives.
But inclusion cannot be limited to new hires (or its not inclusion)! For it to exist, employees must feel comfortable about bringing different ideas and perspectives to the table. This cannot be forced. It has to come naturally. That means investing time in existing employees so that they can foster healthy relationships across generations and cultures. Because those in current roles are not only vital to making a new hire feel included, they also need care and attention to ensure they feel included and sufficiently challenged/rewarded in their position.
What we learned from our candidates was that there is no one-size-fits-all solution for inclusion. Several variables play into inclusion. These include geography, culture, position, etc… All of these ultimately affect the approach you take as an organization. As with most things HR-related, having an open dialogue is key! Don’t hesitate to ask your employees for their input about inclusion. Even if it might seem awkward at first, those uncomfortable conversations will ultimately help you improve the inclusion initiatives at your organization.
Inclusion and Team-building
Asking for input from all employees about inclusion is important. Ask current team members how they feel about their performance and whether they’re being sufficiently challenged/rewarded in their role. Being equipped with this information helps gauge what areas need improvement. They will also help you identify areas where further investment might be helpful.
This might involve investing in new employee training or inclusion-focused team-building activities for existing employees; it all depends on the needs of your organization. Some examples of team-building from one of our local clients (virtual or live):
- Bring different generations together with activities they devise (maybe a virtual art or cooking class) to help them develop stronger bonds!
- Have virtual or live “lunch and learn” interactive session
- Arrange Diversity Briefings where employees (volunteers) share more about themselves (historical and cultural knowledge) with coworkers to increase understanding.
Get Feedback on your Inclusion Efforts
Whatever you decide to try, get the feedback of those you intend to involve. Devise activities with them, that interest them. Because inclusion truly is a team-building activity. It starts with the inclusion of new hires and ends with inclusion among existing employees. It involves not only HR but also the whole organization! Without inclusion between generations, cultures, and positions, it’s impossible to build a truly successful culture within your workplace. So, ask yourself these questions when deciding which inclusion initiatives are right for you:
- What generations are currently in my office?
- Are there inclusion initiatives have worked well in the past?
- Have there been inclusion initiatives have failed miserably in the past?
- Do I have a culture of inclusion across all demographics and positions (management, staff)?
- How do I plan to measure success with any inclusion initiative?
Stay tuned for our next article in this series with our finding from The Happiness Index™ – covering what we learned about the benefits of Transparency! If you haven’t read Part 1, check it out here .