In 2019, a Harvard Business Review study revealed that as many as 40% of people feel isolated at work.
It's more important than ever to encourage a sense of belonging in the workplace.
Dissatisfaction in the workplace can often be traced to a lack of connection with coworkers. When employees feel like they belong, they typically experience higher levels of psychological stability, meaning, and even physical health, making inclusion an important goal.
Whenever people come together, they naturally have to organise themselves. Some will set the tone and lead, while others will follow. Hierarchical structures form, and traditionally this is how organisations evolve. You probably work in this type of environment right now.
However, through my work with high performing start-ups and progressive corporate entities, in today's world everyone wants to make their own decisions. There is a demand for more autonomy, inclusiveness in decision making, buy-in from everyone in a company, and clear vision.
I can attest that when companies get this right, their entire operations become incredibly efficient, they experience exponential growth, and frequently surpass targets.
You begin approaching 'togetherness' at your workplace by open and honest communication. This increases transparency and internal equity. At core, it is the hallmark of a great place to work. When a person I conduct leadership coaching for, has a problem, invariably it always boils down to a lack of transparency or a feeling of injustice at the workplace.
At offices the world over, a new work culture is being formed.
Just following the 'alpha male' is quickly getting out of fashion. Every employee is being valued for their own strengths. The aim is to establish cooperation at a level of parity. Many companies are realising that classic forms of hierarchy are becoming redundant. Millennials are leaving for jobs in organisations that have a flat reporting structure.
So fundamentally, leaders have to reevaluate and rethink their purpose and role.
It is clear that people who define themselves through their position or the title that has been given to them, do not necessarily command the leadership respect they need to direct a group of people.
Leaders who are successful, focus on individual employees and work at assisting them to increase their strengths. This job is independent of any hierarchical structure. The modern world demands more flexible and agile workers. And, every employee becomes a leader, even without a title.
You know that work processes are growing in complexity, and collaboration is the only way forward. This is why you need togetherness; to perform tasks well, and to deal with challenges.
What is changing is ultimately the understanding of leadership.
A few strong people ordering the rest of the pack is eventually not conducive to achieve organisational goals, because it ignores the strengths, and also the needs of each individual.
Organisations need to structure themselves in a way that allows their employees to act autonomously. This enables happy team members who function well together. And in turn, this significantly boosts the efficiency and cohesion of the work they do.
Every business owner wants their staff to be happy from the start, but that's often not the case. Different personalities, levels of experience, or length of time in the company, can all impact the dynamic.
Togetherness requires conscious and sustained effort.
Things that may have been insignificant in the past, have become important now. For example, the way an office is laid out can really affect the sense of togetherness within a team. Offices that make everyone feel like part of one big team achieve better consistency.
When employees from different departments see and hear what others do day-to-day, it builds more of an understanding of the business as a whole. When none of the leaders have separate plush offices, and everyone sits together, the team simply connects at a better level. This is evident in so many of the companies that I consult for.
Keeping everyone in the loop makes a dramatic difference. I know of a client who religiously holds weekly company-wide meetings where anything big going on is shared. They discuss things like product changes, monthly targets, and they have successfully created an environment where anyone can share ideas safely. The meetings ensure that everyone is on the same page and knows what's going on.
Importantly, they keep the meetings relevant, short, and fun. And everyone from the CEO to the cleaner turns up, and is held accountable. So, at the workplace there must be conscious efforts made to bring people together.
Establishing an ethos of solidarity at the workplace is central for organisations to thrive in today's competitive business environment. It releases your team's potential and ultimately leads to the success of your business.
*The writer is managing consultant and executive leadership coach at EQTD Consulting. He is also the author of the national bestseller 'So, You Want To Get Promoted?'
