3 Skills Managers Need to Build an Inclusive Team
by Sam Levine
1. It builds a culture where every employee feels valued, appreciated, & heard 2. Employees are more likely to speak up, share ideas, and volunteer 3. This can actually decrease absenteeism, burnout, and ultimately turnover 4. Diverse teams are more innovative and drive more revenue opportunities than homogenous teams
Why Is Building An Inclusive Team Important?
If employees are scared to be their true selves at work or don’t feel their voices are valued, they might be reluctant to speak up, share ideas, and volunteer for projects. This can also lead to an increase in absenteeism, burnout, and ultimately turnover, which can be costly for your organization. Investing in diversity and inclusion (D&I) is proven to positively impact business performance. When workplaces build an inclusive team and community that embraces diversity, they see increases in innovation and revenue, according to this Harvard Business Review study. That’s why investing in diversity and inclusion should be a priority for any organization. Managers need to appreciate the unique characteristics of everyone on their teams. By leading with vulnerability, empathy, and solidarity, managers can ensure employees from all walks of life feel valued and appreciated at work. Here’s a look at how managers can use these three skills to build an inclusive team and workplace culture.
By leading with vulnerability, empathy, and solidarity, managers can ensure employees from all walks of life feel valued and appreciated at work.
1. Vulnerability
Vulnerability is “uncertainty, risk, and emotional exposure." —Brené Brown Our natural instinct is to avoid situations that leave us exposed to physical or emotional harm, but as a manager, you might need to ask uncomfortable questions and encourage your employees to bring their concerns to you.
2. Empathy
Empathy is the ability to understand the feelings of another individual and to see the world as they see it. To be an empathetic leader, you must actively listen and keep an open mind to understand the way other people experience the world—this can build trust and respect on your team.
3. Solidarity
Solidarity is being an ally and advocating for others who are different than you. Managers need to not only acknowledge the disadvantages minorities have in the workplace, they need to be a champion for these employees.
When these 3 skills—vulnerability, empathy, and solidarity—become the norm, they help foster a sense of emotional safety. This lays the groundwork for a culture of belonging.
If employees are scared to be their true selves at work or don’t feel their voices are valued, they might be reluctant to speak up, share ideas, and volunteer for projects. This can also lead to an increase in absenteeism, burnout, and ultimately turnover, which can be costly for your organization. Investing in diversity and inclusion (D&I) is proven to positively impact business performance. When workplaces build an inclusive team and community that embraces diversity, they see increases in innovation and revenue, according to this Harvard Business Review study. That’s why investing in diversity and inclusion should be a priority for any organization. Managers need to appreciate the unique characteristics of everyone on their teams. By leading with vulnerability, empathy, and solidarity, managers can ensure employees from all walks of life feel valued and appreciated at work. Here’s a look at how managers can use these three skills to build an inclusive team and workplace culture.
Live, online leadership classes with Hone