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Top 20 Articles on Workplace Culture: October 2024

Welcome to the Inspiring Workplaces Top 20 Articles on Workplace Culture for October 2024.

We want to help inform and inspire you from some of the best content out there. Each month we will consolidate these articles for you to help give you a quick and easy snapshot. To help drive you and your organisations forward.

The articles will be underpinned by seven key elements that are reflected in our bespoke COMPASS methodology, that also underpin the Top Inspiring Workplaces worldwide. They are:

Wellbeing
Culture & Purpose
Leadership
Inclusion
Employee Experience
Communication & Voice
Society & Sustainability

Key Workplace Culture Learnings from October:

Flexibility is Essential in Modern Workplaces: Post-pandemic, employees prioritize flexibility, feeling valued, and purposeful work over traditional incentives like pay. Companies must adapt to retain talent by incorporating flexible work arrangements.
Mental Health and Productivity Are Interconnected: Depression and anxiety can significantly impact employee engagement, leading to silence and decreased productivity. Organizations should invest in mental health resources and foster an open culture that reduces stigma.
Leadership Must Model Vulnerability for a Supportive Culture: Leaders who openly share personal experiences with mental health and encourage transparency create a psychologically safe environment, reducing self-censorship and fostering a culture of trust and belonging.
Belonging Drives Engagement and Innovation: Employees who feel valued and accepted are more engaged and willing to contribute ideas, boosting creativity and productivity. Cultivating a sense of belonging requires intentional practices, like equitable pay, inclusion efforts, and team-building.
Tailored and Holistic Support Improves Well-Being: A one-size-fits-all approach to employee support isn’t effective. Mental health and engagement initiatives should consider the diverse needs of employees, from cultural backgrounds to role-specific challenges.
Connection at Work is Multidimensional (CLEAR Framework): Workplace connections are multifaceted, including bonds with colleagues, leaders, the employer, and the employee’s role. Strong connections across these areas enhance engagement and improve organizational outcomes.
Purpose is a Key Motivator, Especially for Younger Generations: Employees, particularly Gen Z, seek purpose-driven work that aligns with personal values. Managers should regularly connect individual tasks to the company’s larger goals to inspire motivation and engagement.
Intentional Storytelling Fosters Inclusivity and Vulnerability: Leaders should model storytelling with purpose and vulnerability, creating regular opportunities for team members to share personal stories. This strengthens team bonds and fosters a culture of openness and empathy.
Inclusive Leadership Enhances Retention and Morale: Remote and hybrid work environments require leaders to ensure remote employees have equal opportunities for development and recognition, reducing turnover and supporting an inclusive, innovative culture.
Workplace Success Now Relies on Community and Belonging: Traditional markers of success (e.g., long hours) are being replaced by factors like belonging, mental health support, and community. Leaders should focus on fostering a supportive, purpose-driven culture to align with employees’ evolving priorities.

The articles are as follows…

Top 5 Workforce Priorities For Leaders In 2025

Source: Forbes
Author: Brent Gleeson
IW COMPASS point: Leadership

Key Takeaways

Focus on Leader and Manager Development: Leadership development programs need to evolve from one-off seminars to continuous, real-world learning experiences. By integrating peer-connection-based learning and ongoing support, organizations can better equip leaders to navigate dynamic challenges and align leadership growth with broader business goals.
Embed Culture into Daily Operations: Nearly all CHROs see a need for cultural transformation, yet many struggle with implementation. In 2025, companies should focus on making cultural values actionable, with leaders modeling desired behaviors and embedding these values into daily practices to boost engagement, retention, and performance.
Adopt Strategic Workforce Planning (SWP): As roles evolve due to AI and automation, workforce planning must go beyond headcount to address future skill needs and align with long-term business goals. This comprehensive approach will allow organizations to bridge skill gaps and prepare for technological and economic changes.
Build Change Management Resilience: Traditional change management fails to address employees’ psychological needs, contributing to change fatigue. Leaders should involve employees actively in change processes and leverage “change influencers” within teams to foster adaptability, engagement, and sustained change adoption.
Maximize HR Technology Impact: Moving beyond task automation, HR technology must strategically enhance employee experiences and leverage tools like generative AI (GenAI) to drive business outcomes. Training teams to effectively use new technologies can address internal resistance and optimize these investments for greater workforce impact.

Read the full article here

World Mental Health Day: How leaders can prioritize well-being in the workplace

Source: World Economic Forum
Author: Kate Whiting
IW COMPASS point: Wellbeing

Key Takeaways

The impact of mental health issues on productivity: Every year, depression and anxiety lead to the loss of 12 billion working days, costing the global economy $1 trillion in productivity losses.
Role of leadership in mental health: Leaders must model vulnerability, openly share personal mental health experiences, and encourage transparency, fostering a culture where discussing mental health is normalized.
Holistic health approach: Addressing mental health at work requires a whole-person perspective, integrating emotional, spiritual, social, and financial well-being, as all these aspects affect productivity and employee stability.
Tailored mental health support: A one-size-fits-all approach isn’t effective; mental health initiatives need cultural and regional sensitivity to support diverse employees in unique roles and environments.
Growing openness around leadership and mental health: There’s a shift toward transparency, with 89% of employees in 2024 reporting that leaders openly discuss their mental health, compared to 35% in 2020.
Importance of routine and inclusivity in mental health support: WHO highlights that workplaces contribute to mental health by offering financial stability, community, and routines but also warns of risks like job insecurity, discrimination, and excessive hours.
Consequences of work stress on personal lives: Work-related stress not only affects physical health but also personal relationships, with 71% of employees reporting that stress at work has ended a personal relationship.
Customized support for different workforce segments: Companies like Estée Lauder emphasize the need for ongoing, diverse mental health resources, including apps and seminars, to cater to various learning preferences and cultural backgrounds.
Building resilient, healthy workplaces: The World Economic Forum calls for organizations to implement concrete interventions to promote mental well-being, thereby enhancing employee productivity and satisfaction.
The interconnectedness of mental and physical health: Leaders stress that productivity relies on employees bringing their whole selves to work, where mental, social, and financial health support translates to a stronger workforce and healthier workplace culture.

Read the full article here

What Employers Get Wrong About How People Connect at Work

Source: HBR
Authors: Khalil Smith, Brigid Lynn, and David Rock
IW COMPASS point: Employee Experience

Key Takeaways

Connection in the workplace is multidimensional: NLI research reveals that workplace connections are made up of four distinct yet interconnected elements — Colleague, Leader, Employer, and Role connections (CLEAR) — each essential to fostering a truly connected work environment.
Colleague connection enhances teamwork and support: Colleague connection goes beyond simple social bonds, encompassing teamwork, support, and shared accountability, which positively influence team performance and morale.
Leader connection drives engagement and growth: Leadership’s impact is significant, with 70% of team engagement variance tied to managers, underscoring the importance of supportive, communicative leaders who offer autonomy and development opportunities.
Employer connection aligns purpose and values: Employees who feel aligned with their employer’s values and goals experience stronger purpose and commitment, whereas weak employer connection can lead to disengagement and poor talent retention.
Role connection fosters motivation and clarity: When employees have clarity about their roles and a path for progression, they experience deeper engagement and satisfaction, fueling motivation and productivity.
Individual connection needs vary: Different employees may prioritize distinct types of connections (e.g., leader versus colleague), requiring personalized approaches to engagement that acknowledge these unique preferences.
Connections evolve with life circumstances: Connection priorities shift with personal changes, such as family developments or new interests, meaning that flexible approaches to workplace connection are essential.
Return-to-office mandates can disrupt connections: Mandatory in-office policies may boost colleague connections through in-person interaction but can harm leader and employer connections if they ignore employee autonomy and individual needs.
Single-dimensional connection focus is ineffective: A one-size-fits-all approach, focusing solely on one type of connection (e.g., colleague), can be counterproductive; instead, a balanced approach incorporating all CLEAR elements is recommended.
Adopting a “patchwork principle” for policies: Leaders should consider a portfolio of adaptable policies to address diverse connection needs across the CLEAR framework, especially as workforce dynamics and expectations continue to evolve.
Business impact of strong workplace connections: Strong workplace connections are crucial for trust, engagement, and overall performance, making it vital for leaders to adopt a multidimensional approach to improve workplace connections systematically.

Read the full article here

Building community isn’t a mystery

Source: Make Work Better
Author: Bruce Daisley
IW COMPASS point: Inclusion

Key Takeaways

Building community is achieved indirectly: Fostering a sense of community among employees isn’t about direct actions but a series of small, intentional steps that encourage connection.
Making time for social interactions: Allowing colleagues to spend time together without constant meetings can strengthen team bonds. Reducing time demands on employees is essential for creating space for these interactions.
Shared meals enhance group performance: Research shows that teams, like firefighters, who frequently eat together display better performance and teamwork, particularly in high-stress situations.
Larger dining tables foster connections: Bigger tables encourage conversations with a broader circle of people (known as ‘weak ties’), which helps build a sense of community by connecting people who may not typically interact.
Structured seating arrangements break down social barriers: A rule requiring communal seating at long tables, as practiced at Graduate House, enables everyone to interact with each other, making the prospect of meeting new people less intimidating.
Recreate communal ‘third places’: Communal spaces, such as shared long tables, function as essential ‘third places’ outside of home and work, helping rebuild a sense of community in today’s private lives.
Turn mealtime into team bonding: Regular team meals, whether weekly or monthly, can serve as valuable opportunities for social connection, especially if everyone commits to attending.
Use conversation prompts to enhance interactions: Tools like Esther Perel’s ‘Where Should I Begin’ card set offer conversation prompts that help participants move past awkwardness and encourage deeper, meaningful connections.
Creating community requires intentional design: Leaders must design environments and opportunities for connection rather than relying on spontaneous community-building or virtual communication alone.
Be proactive in facilitating community-building moments: Activities like group meals or structured conversation sessions aren’t incidental; they need planning and commitment to create a cohesive, engaged team culture.

Read the full article here

Forget Work-Life Balance. It’s The Future Of Less Work

Source: Forbes
Author: Nirit Cohen
IW COMPASS point: Leadership

Key Takeaways

A New Social Contract in Work: Traditional work dynamics are shifting, with employees now valuing flexibility, purpose, and work-life balance over job security and long hours, marking a move toward a “future of less work.”
Redefining the Workplace: The idea of work as a location has faded; digital tools allow employees to work remotely, with many opting for ‘workations’ and digital nomad lifestyles, as evidenced by a 147% growth in digital nomads since 2019.
Shift in Work Hours and Effort: Cultural trends like quiet quitting and anti-hustle movements reflect a rejection of overwork, as workers now prioritize setting boundaries, fair compensation, and personal well-being over constant availability.
Financial Independence and Alternative Work Models: Movements like FIRE (Financial Independence, Retire Early) and gig economy opportunities reflect workers’ desires to control their time, with many adopting side hustles or freelance work to diversify income and gain autonomy.
Changing Perceptions of Career Breaks: Career breaks, once stigmatized, are now accepted as valuable for personal growth, with two-thirds of professionals having taken breaks, showing a shift towards valuing life experiences alongside professional achievements.
Impact of the Pandemic on Work Culture: The Covid-19 pandemic accelerated these changes, pushing remote work into the mainstream and leading employees to expect and demand continued flexibility and autonomy in their roles.
Rethinking Work Success Metrics: Traditional markers of success, like long hours and corporate hierarchy, are losing relevance as more workers seek careers that align with personal fulfillment and well-being rather than conventional definitions of success.
Employer Adaptation to New Employee Expectations: Employers who ignore the shift toward flexible, purpose-driven work models risk losing talent and engagement; employees now seek workplaces that support their life goals and purpose rather than just providing financial stability.

Read the full article here

How to Create Social Value

Source: Sustainability Magazine
Authors: Roy Ramrutton, Charlie King
IW COMPASS point: Society & Sustainability

Key Takeaways

Importance of Social Value: Social value reflects the positive impact an organization has on local communities, contributing to societal well-being and environmental health. This approach is increasingly demanded by stakeholders, employees, and consumers, enhancing brand reputation and aligning with ESG criteria.
Delivering Social Value: Companies can create social value by employing local people, collaborating with SMEs, supporting community projects, and working with charities. Developing a strategic framework helps structure these efforts, ensuring alignment with community needs and business objectives.
Collaboration Benefits: Partnerships with local charities and community groups enable companies to address specific needs, creating long-term, impactful changes. EMCOR’s partnerships, such as with The Feed to improve digital skills for disadvantaged groups, illustrate the success of these collaborations.
Measuring Social Value: Effective measurement combines quantitative and qualitative assessments, often using frameworks like the Social Value Portal’s TOMs (Themes, Outcomes, and Measures). This helps track progress, verify transparency, and encourage further investment in social initiatives.
Leadership and Community Engagement: For companies beginning their social value journey, it’s essential to have commitment from leadership, start small but plan for growth, engage experts for guidance, involve the community, and continuously measure and improve efforts for lasting impact.

Read the full article here

Why people make the place

Source: Fast Company
Author: Mitch Smith
IW COMPASS point: Culture & Purpose

Key Takeaways

Gratitude as a leadership foundation: The pandemic emphasized gratitude as a key leadership value, shifting the focus from solely driving employee output to fostering a supportive environment where employees can thrive personally and professionally.
Holistic approach to employee engagement: Instead of viewing work solely as a goal-oriented activity, companies should consider how work aligns with the entirety of an employee’s life, ensuring a good fit that supports well-being both inside and outside the workplace.
Workplace as a growth space: A modern workplace should be an inclusive space where individuals feel they can grow, contribute meaningfully, and collaborate effectively, building on the foundation of mutual appreciation and commitment.
Rejecting monoculture in the workplace: Embracing diversity across roles, backgrounds, and ideas is essential for a vibrant work culture; fostering gratitude and mutual respect within this diversity drives creative contributions and a sense of belonging.
Intentional culture-building: Establishing a purposeful, thriving workplace culture requires constant attention and involvement. Leaders should regularly evaluate their approach and remain responsive to employees’ individual needs, ensuring a dynamic and inclusive environment.
Community as a purposeful foundation: An intentional culture serves as a cohesive force, uniting employees under a shared purpose. Like a well-tended garden, a workplace community requires ongoing care to flourish and truly reflect collective values.

Read the full article here

Beyond Diversity and Inclusion: Fostering Belonging for High Performance

Source: LinkedIn Articles
Author: Lindsay Boyle
IW COMPASS point: Inclusion

Key Takeaways

Belonging goes beyond inclusion: It’s not enough to simply invite diverse voices; fostering a culture of belonging ensures these voices feel valued, empowered, and integral to the team’s success.
Autonomy as a driver of belonging: Giving employees control over their tasks and involving them in decision-making builds trust, reduces turnover, and strengthens their connection to the organization.
Mastery builds commitment: Supporting continuous skill development and offering mentorship reinforces a sense of belonging and signals the organization’s commitment to employees’ long-term growth.
Purpose connects individuals to organizational goals: When employees see how their contributions align with larger organizational missions, they feel part of something greater, enhancing motivation and engagement.
Belonging enhances performance and innovation: Research shows that employees who feel they belong are more engaged, demonstrate better decision-making, and contribute to a more innovative, cohesive team environment.
Avoiding the “glass cliff” for diverse leaders: Assigning high-risk roles to diverse leaders without adequate support can set them up for failure; organizations must create conditions that empower and sustain these leaders.
Psychological safety is foundational but insufficient alone: While essential, psychological safety needs to be complemented by a sense of belonging to truly drive engagement and performance in teams.
Leaders must actively cultivate belonging: Leaders can use the framework of Autonomy, Mastery, and Purpose to foster a culture where employees feel truly seen and valued, driving greater organizational success.
Diversity and inclusion are just the beginning: While DEI efforts bring diverse individuals to the table, belonging is what keeps them engaged, allowing for long-term retention and contribution.
Empowering diverse voices fuels innovation: Diverse perspectives need not only a seat at the table but also active encouragement to contribute meaningfully, enabling the team to tap into a wider range of ideas and solutions.

Read the full article here

The changing paradigm of employee experience

Source: Orange Business
Author: Ruchi Mago
IW COMPASS point: Employee Experience

Key Takeaways

Personalization is key: The one-size-fits-all approach no longer works; companies are now tailoring experiences to individual needs to foster a more connected workplace.
Adopt a holistic approach: Employee experience includes supporting well-being, building trust, and offering career growth opportunities, creating a well-rounded, positive work environment.
Embrace technology for efficiency: Integrating digital tools for communication and collaboration aligns with modern workforce expectations and streamlines workflows.
Shift from work-life balance to work-life integration: Flexible policies like remote work allow employees to blend personal and professional lives, promoting a healthier lifestyle.
Skill development drives retention: Continuous learning and growth are essential, as employees seek meaningful work and advancement, making skill-building a “new currency” for talent attraction.
Prioritize diversity and inclusion: Building an inclusive culture enhances innovation and collaboration, moving beyond diversity KPIs to create a truly welcoming environment.
Foster a feedback and recognition culture: Regular feedback and acknowledgment, especially valued by Gen Z, help boost morale and maintain high motivation levels.
Instill a strong sense of purpose: Employees who feel connected to a larger mission are more engaged and find fulfillment in their work.
Adopt agile, participatory practices: Moving from hierarchical control to a culture of accountability, autonomy, and continuous improvement supports modern workforce dynamics.
Transition from a fixed to a growth mindset: Embracing learning from failures and criticism encourages continuous evolution and adaptability, aligning with today’s dynamic work landscape.

Read the full article here

It’s time to put human sustainability in ESG strategy

Source: Sustainable BIZ Canada
Author: Anureet Kaur
IW COMPASS point: Society & Sustainability

Key Takeaways

Human sustainability is essential to ESG: Prioritizing employee well-being is crucial for sustainable organizational growth and is deeply intertwined with broader environmental goals, as personal and planetary health are interconnected.
Burnout is an international crisis impacting productivity: Nearly half of global employees report burnout, highlighting the urgent need for workplace well-being initiatives that go beyond superficial solutions like webinars or meditation apps.
ESG frameworks lack robust social metrics: Only 19% of leaders have reliable metrics for the social aspects of ESG, creating a need for better measurement of well-being investments to make ESG efforts more impactful and transparent.
Effective well-being initiatives yield strong results: Programs like the four-day workweek pilot in the UK improved employee well-being and increased revenue by 35%, showing the financial and mental health benefits of innovative work structures.
Workplace flexibility boosts mental health support: Flexible hours and meeting-free days, as implemented by companies like Shopify, significantly enhance employee productivity and reduce stress, aligning work designs with mental health needs.
Investment in well-being needs clear outcome measures: To assess the effectiveness of well-being programs, companies should track metrics like attrition rates and pay equity improvements, ensuring well-being investments align with employee expectations and reduce turnover.
Human-centered physical workspaces foster well-being: Post-pandemic office designs that prioritize natural light, fresh air, and collaborative spaces can attract talent and improve productivity by supporting mental and physical wellness.
A flexible, customized approach to well-being is crucial: There is no one-size-fits-all solution; organizations should adapt well-being strategies to meet diverse employee needs, ensuring their ESG initiatives create lasting, positive impacts on people and society.

Read the full article here

How to master personal workflows in a collaborative workplace

Source: HR Zone
Author: Andy Greene
IW COMPASS point: Communication

Key Takeaways

Prioritize strategically: Use “Head” to audit your calendar, plan for collaboration demands, and set clear priorities aligned with team goals. Timeboxing tasks and forecasting collaborative requests can help manage workload more effectively.
Build supportive networks: “Heart” emphasizes the value of a strong network beyond your team. By understanding colleagues’ expertise and fostering key relationships, you create a supportive ecosystem for distributing collaborative efforts rather than handling everything alone.
Separate collaborative tasks from deep work: “Hand” suggests prioritizing “hands-off” tasks quickly to keep workflows unblocked before engaging in deep, “hands-on” work. This ensures smoother project progression and prevents interruptions from routine tasks.
Strengthen collaboration fitness: The “Head, Heart, Hand” framework helps maintain effective collaboration by protecting focus, expanding networks, and balancing workflow priorities, creating a sustainable approach to managing collaborative demands.

Read the full article here

Dr Taylor Elizabeth on personal branding and inclusion: It’s all about value-driven leadership

Source: ETHRWorld EMEA
Author: Dr Taylor Elizabeth
IW COMPASS point: Inclusion

Key Takeaways

Personal branding now focuses on values and authenticity: Modern personal branding has evolved from simply showcasing titles and achievements to demonstrating authenticity, emotional intelligence, and shared values, with leaders increasingly required to articulate their mission and connect meaningfully with diverse audiences.
Emotional intelligence enhances leadership effectiveness: Leaders who invest in self-awareness and emotional intelligence can better understand their motivations, leverage their strengths, and support their teams, leading to improved team morale and effective leadership.
Presence and authenticity are key components of personal branding: Being present in interactions, listening actively, and embracing authenticity are essential for building a memorable personal brand. This approach fosters trust and respect in professional relationships.
Organizations should align employee branding with company values: By creating a supportive and appreciative culture, organizations can help employees develop personal brands that reflect their strengths and align with the company’s mission, ultimately fostering employee loyalty and alignment with organizational goals.
Value-driven leadership and inclusivity are emerging trends: Future leaders will need to embrace a value-driven approach, promoting inclusion across diverse groups. This trend highlights empathy and respect for diverse perspectives, enhancing the personal brand’s relevance in a globalized business environment.
Adaptability in personal branding for remote work: In hybrid or remote settings, maintaining a strong personal brand requires active listening, emotional intelligence, and careful communication to build professionalism and preparedness, which resonate well in virtual environments.
Overcoming superficial branding: Authentic personal branding goes beyond surface-level impressions, requiring consistency, integrity, and emotional regulation. Leaders should focus on building reputations grounded in genuine behavior rather than appearances alone.
Influential leaders demonstrate value-driven personal brands: Leaders like Sheikha Lubna Al Qasimi, Satya Nadella, Dr. Ngozi Okonjo-Iweala, and Paul Polman exemplify impactful personal brands by focusing on empathy, inclusivity, ethical leadership, and sustainable practices, aligning their professional identities with broader social goals.

Read the full article here

One Company A/B Tested Hybrid Work. Here’s What They Found

Source: HBR
Authors: Nicholas Bloom, James Liang, and Ruobing Han
IW COMPASS point: Employee Experience

Key Takeaways

Hybrid work reduces employee attrition significantly: Trip.com’s hybrid policy, with three in-office days weekly, lowered quit rates by 35%, especially among women and those with long commutes, saving the company millions in turnover costs.
Employee satisfaction and productivity improved under hybrid: Employees working hybrid reported higher satisfaction, and productivity slightly increased (1% improvement post-study). The initially skeptical managers became more supportive of hybrid work as a result.
Rigorous performance management supports remote and hybrid success: Trip.com’s robust performance system, involving semi-annual reviews and peer feedback, keeps employees motivated and accountable without constant in-office monitoring, demonstrating that clear performance metrics can support flexible work models.
Clear, coordinated in-office schedules are essential: Trip.com’s set schedule for in-office days (Monday, Tuesday, Thursday) prevented employees from showing up to an empty office. Having established office days, regardless of the specific days chosen, is vital to making hybrid work effective.
Leadership buy-in is critical: Strong support from Trip.com’s executive team, including the CEO, was key to the success of the hybrid model, reinforcing that top-level advocacy is essential in making hybrid policies successful.
A/B testing can drive data-informed management decisions: Trip.com’s tradition of A/B testing for management practices allowed them to objectively assess hybrid work’s impact on productivity and satisfaction. This approach reduced assumptions and highlighted hybrid work’s positive effect, suggesting companies benefit from A/B testing workplace policies like they do with consumer experience.
Employees used home days for personal tasks, balancing productivity with flexibility: On remote days, employees worked fewer hours but made up for it by working longer on office days. This flexibility supported work-life balance without sacrificing overall productivity, showing hybrid models can enhance employee well-being.

Read the full article here

What You Still Can’t Say at Work

Source: MIT Sloan Management Review
Author: Jim Detert
IW COMPASS point: Leadership

Key Takeaways:

Understanding Deep Rules: Deep rules are unwritten organizational norms that limit open communication and keep people from expressing key issues affecting engagement, motivation, and decision-making.
Impact on Engagement: Leaders often overlook that many employees self-censor on topics like leadership transparency, reward fairness, and power dynamics, impacting both employee engagement and organizational performance.
Common Examples of Self-Censorship: Employees often refrain from addressing significant topics like lack of trust in leadership, inequitable recognition, or the stifling of innovative ideas, which impacts organizational health.
Three Techniques to Address Deep Rules:
- Discuss the Undiscussables: Leaders can invite open dialogue by encouraging teams to discuss “undiscussables” with prompts like, “What would we discuss if we could discuss anything?” This creates a safe space for addressing off-limits topics.
- Fix the Follies: Ask employees to point out organizational “follies,” where actions contradict stated values, e.g., valuing collaboration but only rewarding individual accomplishments.
- Explore Veil Fails: Use the “veil of ignorance” concept to assess fairness by asking employees to identify areas where decisions might be seen as unfair based on one’s role in the organization.
Leadership Action Required: Leaders must not only invite open dialogue but also take meaningful action on feedback. Failing to act on shared insights may discourage future openness and worsen trust issues.
Fostering a More Democratic Workplace: Leaders should aim to cultivate a culture where open communication and fair decision-making are the norm, even if not every decision can involve input from all levels.

Read the full article here

Comms to the rescue: How to boost HR’s reputation

Source: HR Magazine
Author: Honey Wyatt
IW COMPASS point: Communication

Key Takeaways

Internal Branding is Essential for HR’s Reputation: HR needs to focus on internal branding, not just external perception, to foster a positive image among employees. Building a clear, cohesive HR brand can help employees connect with HR’s mission and view it as a valuable, supportive function within the organization.
Growing Responsibilities Amplify HR’s Reputation Challenges: With HR often mediating between employees and leadership, particularly on tough issues like redundancies or poor performance, the department is sometimes seen as enforcing unpopular decisions. This perception affects how employees view HR, highlighting the need for a strategic shift in communication.
Miscommunication Worsens Perceptions of HR: Without effective collaboration with internal communications, HR messages can appear excessive or overbearing, or may come across as reactive rather than proactive. Aligning with communications teams ensures messaging is timely, strategic, and better received.
Understanding Employee Perceptions is Key: To address reputation challenges, HR needs to actively listen to employees’ views through regular engagement surveys, feedback channels, and day-to-day interactions. Frequent, actionable listening can help HR understand employees’ concerns and improve its reputation.
Defining HR’s Brand and Values Internally: Establishing a distinct HR brand, aligned with the organization’s mission, vision, and values, helps build trust and consistency. A well-defined HR identity communicated consistently can create a positive perception and engage employees.
Strategic Partnership with Internal Communications: Working closely with communications teams helps HR to effectively “pitch” its value and achieve better alignment with overall business objectives. Strategic, consistent messaging fosters trust and bridges any perception gaps employees may have.
Customization and Personalization of HR Communications: Engaging employees requires understanding their preferred communication styles, including on-demand options, videos, or personalized messages. Tailored, relevant communications resonate more with employees, fostering a sense of connection and reducing resistance.
Building Supportive Relationships with Line Managers: Managers are often the first source of information for employees, and their support is crucial in conveying HR’s role positively. Ensuring managers are prepared with resources and information empowers them to reinforce HR’s brand and values in their teams.
Leveraging Leadership for Reputation Building: Engaging senior leaders to actively support and communicate HR initiatives enhances credibility. Leaders can act as advocates for HR’s role by addressing employees directly, demonstrating transparency, and setting a positive tone from the top.
Embracing Digital Tools to Improve Communication and Engagement: Implementing platforms like Workvivo or digital assistants such as Bosch’s AI-powered ROB allows HR to engage with employees more directly and responsively, improving HR accessibility and fostering a culture of continuous feedback.
Proactive Communication Builds Long-Term Trust: Transparency, especially in response to workforce demands, establishes HR as a credible, honest partner. HR should openly share both what it’s doing and what it cannot address immediately, fostering a balanced approach to trust-building.

Read the full article here

5 Steps to create an Equitable and Inclusive Workplace

Source: Tata Motors
Author: Mr. Sitaram Kandi
IW COMPASS point: Inclusion

Key Takeaways

Educate for Inclusivity: Effective inclusivity starts with education. It’s essential for HR professionals to lead initiatives that broaden the understanding of diversity beyond just race and gender, emphasizing all facets of human diversity. Clear, relatable training on inclusive behaviors and unconscious bias helps cultivate an inclusive mindset throughout the organization.
Enforce Fairness and Accountability: Robust policies are critical to maintaining an inclusive culture. Policies should outline acceptable behaviors and provide fair processes for reporting discrimination. Establishing guidelines for inclusive language and transparent reporting channels reinforces accountability and trust within the workforce.
Measure Progress to Drive Impact: Setting measurable goals and tracking progress are key to the success of inclusivity initiatives. Using employee surveys, monitoring diversity metrics in hiring, promotions, and participation, and gathering feedback from exit interviews provide insights to gauge effectiveness and highlight areas for improvement.
Celebrate Diversity Actively: Recognition and celebration strengthen inclusive cultures. Hosting events that honor different cultures, sharing diverse employee stories, and supporting employee resource groups reinforce appreciation for diverse perspectives and foster a sense of belonging.
Integrate Inclusivity into Daily Operations: To make inclusivity a core part of the organization, it must be woven into daily practices. At Tata Motors, inclusivity is demonstrated through initiatives like tailored workspaces for women and the Project Samavesh, which promotes the inclusion of transgender individuals and those with special abilities, illustrating how inclusivity can be seamlessly integrated into the fabric of daily operations.

Read the full article here

How to Build a Culture of Belonging — High-Impact Strategies for Education and Industry Leaders

Source: Enterpreneur
Author: Terrell Strayhorn, PhD
IW COMPASS point: Culture & Purpose

Key Takeaways

Belonging Enhances Workplace Outcomes: A strong sense of belonging significantly improves collaboration, creativity, innovation, productivity, and job satisfaction, fostering a positive work environment.
Authenticity Boosts Engagement: When employees feel valued and accepted, they bring their authentic selves to work, which increases engagement, cooperation, and commitment to their tasks and organization.
Psychological Safety is Crucial: Leaders can create a sense of belonging by cultivating psychological safety, allowing employees to express themselves without fear of judgment, which encourages open communication and trust.
Equitable Pay as a Belonging Tool: Offering fair compensation and financial incentives helps attract and retain diverse, talented professionals, making them feel valued and fostering workplace belonging.
Inclusive Culture Promotes Authenticity: An inclusive culture where employees feel safe to show up authentically is essential for fostering belonging, particularly through initiatives like employee resource groups (ERGs) and training.
Recognition and Visibility Encourage Belonging: Supporting employees’ efforts to share their work externally can raise both their and the organization’s profile, reinforcing the value of their contributions and boosting their sense of belonging.
Healthy Work Conditions Reduce Stress: Establishing practices such as “Zoom-Free Fridays” and mental health days can lower anxiety and stress, creating a healthier and happier work environment.
Celebrating Small Wins Maintains Motivation: Recognizing milestones with gestures like notes or awards throughout a project, not just at the end, keeps employees motivated and engaged.
Grace Over Guilt: Leaders should prioritize patience and understanding, recognizing the complexities of balancing personal and professional responsibilities, which fosters a supportive environment for employees.
Belonging is Essential for Retention and Morale: Belonging is critical in reducing burnout and improving employee morale and productivity, making it a valuable investment for any workplace culture.

Read the full article here

Silence speaks volumes: How mental health influences employee silence at work

Source: The Conversation
Authors: Kyle Brykman, Anika Cloutier
IW COMPASS point: Employee Voice

Key Takeaways

Mental health impacts employees’ willingness to speak up at work. Symptoms of depression and anxiety can lead to employee silence, as they reinforce feelings that speaking up is either pointless (depression) or risky (anxiety).
Voice endorsement can counteract mental health-related silence. Receiving positive reinforcement for sharing ideas helps alleviate employees’ fears and concerns, making them feel safer and more impactful when speaking up.
Depression and anxiety lead to two distinct motives for silence. Depression often causes employees to view speaking up as ineffectual, while anxiety makes it seem dangerous, leading to more withheld ideas.
Creating a supportive culture reduces silence among employees with mental health challenges. Leaders can foster an open environment by acting on feedback, showing that employee input is valued and encouraged.
Colleagues play a critical role in fostering a safe atmosphere for communication. Simple actions like expressing appreciation for contributions or checking in with each other can create a supportive work environment, encouraging open discussion and reducing stigma around mental health.
Workplaces should invest in mental health resources and training. By providing support systems and mental health accommodations, organizations can address the root causes of silence and support employees’ well-being.
Recognizing signs of silence can reveal underlying issues. Frequent silence may indicate deeper mental health challenges, and proactive support can help prevent worsening conditions for employees.
Promoting mental health awareness benefits overall work culture and engagement. Encouraging open conversations about mental health helps reduce stigma and fosters a workplace where employees feel valued and empowered to speak up.

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3 Storytelling Strategies To Lead Inclusively

Source: Forbes
Authors: Julie Kratz, featuring insights from Dr. Nika White
IW COMPASS point: Inclusion

Key Takeaways

Stories enhance retention: Stories are retained 22 times better than facts, engaging our brains deeply due to the emotional and psychological connection they foster.
Modeling vulnerability is key: Leaders should initiate storytelling with vulnerability to foster a safe environment, encouraging others to share openly. Dr. Nika White suggests asking questions like, “What am I hoping to achieve with my story?”
Define storytelling goals: Leaders should clarify the purpose of storytelling, whether to promote inclusivity, foster belonging, or drive innovation, to encourage purposeful sharing in teams.
Address team issues proactively: Storytelling can help teams bring hidden issues to light, facilitating discussions on trauma, pain, and personal challenges, provided support systems are available for employees.
Consistent storytelling spaces: Leaders must create regular opportunities for storytelling, such as team meetings and company events, to reinforce inclusivity and a sense of community.
Incentivize storytelling participation: Organizations can recognize contributions with awards or incentives, integrating storytelling into newsletters or events to build a storytelling culture.
Use storytelling frameworks: Effective storytelling includes a clear structure. White suggests frameworks like “I like, I wish, I wonder,” or “Reflect, reframe, refocus” to make storytelling impactful and transformative.
Transformative learning: Leaders should ask team members how their experiences have changed them, helping to deepen understanding and empathy within the team.
Reflect on personal impact stories: Encourage employees to consider the importance of sharing experiences that shaped their personal or professional lives, imagining how sharing could influence others.

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Flexibility Is the New Currency

Source: Psychology Today
Author: Ashley C. Jordan Ph.D.
IW COMPASS point: Leadership

Key Takeaways

Flexibility is now essential, not a perk. Post-pandemic, employees prioritize flexibility, feeling valued, and purpose at work, often over traditional motivators like pay.
Changing demographics demand a flexible workplace. Declining birth rates and retirements mean a smaller labor pool, empowering younger generations to seek work-life balance and flexible arrangements.
Managers must humanize remote work. Establishing personal connections and showing interest in employees’ lives boosts satisfaction and engagement, fostering loyalty.
Inclusive leadership is critical for remote teams. Ensuring remote employees have equal access to opportunities, resources, and visibility enhances innovation, morale, and retention.
Boost engagement with feedback and recognition. Regular feedback, peer recognition, and input-seeking strengthen employee commitment and morale, especially in remote settings.
Cultivating belonging reduces isolation. Virtual team-building, welcoming onboarding, and meaningful small gestures help remote employees feel part of the team.
Purpose-driven tasks inspire better performance. Linking daily tasks to broader goals enhances motivation, especially for Gen Z, who seek meaningful work contributions.