Los empleados que sienten que pertenecen a la empresa duplican su compromiso y cuadruplican su probabilidad de quedarse. El informe “Belonging Blueprint” revela cómo activar los cinco pilares de la pertenencia, lo que resulta en una fuerza laboral más conectada, productiva y de alto rendimiento.
por Workforce Institute
The Workday approach to belonging is rooted in the understanding that systemic issues necessitate systemic solutions. It recognizes that simply having Employee Resource Groups (ERGs) in place is not enough; proactive measures must be taken to ensure that all employees have a consistent experience, and that no one feels left out.
This approach encompasses various aspects such as rigorous data analysis, leadership engagement and accountability, and reinforcement of positive and inclusive behaviors.
Data plays a crucial role in identifying and addressing challenges with inclusion, belonging and equity. Analyzing relevant metrics and sentiment allows us to gain insights into disparities or gaps that exist. This data-driven approach enables the implementation of targeted strategies and initiatives that foster a sense of belonging for all employees. Moreover, it helps track progress and measure the effectiveness of our organization’s efforts.
Leadership engagement and accountability is another critical aspect of an effective belonging strategy. People leaders play a pivotal role in shaping the employee experience and fostering an inclusive culture. To ensure they are equipped with the necessary skills and knowledge, real-time learning resources are provided to guide them. Lastly, identifying the right behaviors and providing positive reinforcement is an essential component of our approach.
By acknowledging and celebrating inclusive actions, we reinforce a culture that values diversity and encourages belonging. This not only creates a positive work environment, but also motivates employees to actively engage in fostering inclusivity. In conclusion, achieving true inclusion, belonging and equity within our organization requires an integrated and holistic approach. Diversity and Belonging cannot be treated as a separate entity but must be seamlessly woven into all HR and business initiatives. It should be a shared responsibility, transcending the boundaries of individual teams or departments. By aligning ourselves with our partners and working together, we can create a workplace culture that embraces diversity, strives to ensure a sense of belonging for all employees, and drives meaningful progress.
Fuente: https://go.reworked.co