The great resignation and quiet quitting trend that saw employees abandon the hustle culture mentality ignited a movement that saw the wheels of power turn — somewhat.
And while the dust has settled to an extent, these demonstrations are far from over, as seen by nearly 70 percent of millennials and Gen Z Americans who planned to leave their jobs last year.
What these and similar movements point to is the continued lack of inclusivity in the workplace. Leadership still needs lessons in taking care of existing talent and creating a culture of recognition.
Here are three lessons I’ve learned as a Thai woman weaving inclusivity into the fabric of my company.
3 Ways to Create a Culture of Recognition
- Encourage employees to lead and actively participate in meetings — and listen when they speak.
- Ask your employees what they actually want out of a mentorship program, and let them tailor the experience.
- Look at candidates from outside your field but with a track record of adaptability and open-mindedness.
Are You Practicing Active Listening in Meetings?
Meetings matter, as this is where a culture of being heard forms and where a sense of belonging grows.
Meetings should be a space where people, regardless of age, gender, culture or ethnicity, can walk — or log — in, share their opinions and bounce ideas off one another. This means ensuring employees are clear on how to prepare before every meeting to set everyone up to make a meaningful contribution.
People create unique products when leadership welcomes diverse opinions, so fashion your meetings as opportunities for cross-functional collaboration and brainstorming that help your team solve specific problems. Encourage creative exchanges and demonstrate trust by having your team guide them.
Just make sure you provide them support before each session so they know how to prepare and what topics to cover.
It’s also a time for you, and entrepreneurs in general, to be humble and openly acknowledge that you don’t have all the answers to everything and are open to learning from your team. This is something many workplaces have in their mission statement but few actually take on.
Foster a culture where people are transparent and open. Practice active listening to understand and learn from your team, react respectfully and save constructive criticism for an appropriate time and place. Whether that’s a one-on-one meeting or a private team conversation, adapt communication methods depending on the individual and what they respond to best.
What Do Your Employees Really Want From a Mentorship Program?
As we navigate new tech spaces like Web3 and generative AI, we should be more weary than ever of the systemic barriers and biases that will persist if we sweep them under the rug.
With new technologies and innovations comes an opportunity to reimagine how we can conduct training. For instance, team projects benefit from applications like Figma, where project contributors can leave notes and guidelines to communicate the project’s design and flow and eliminate confusion.
When it comes to mentorship programs, use them as a development tool that shows your company isn’t a career pitstop, nor does it see its team members as cogs in a machine. Yes, mentorship programs take time and commitment, but the reward is a happier and more productive workforce.
These programs can increase minority representation on a managerial level and unlock a mentee’s professional growth. At the same time, mentors are able to test their leadership and communication skills by practicing asking the right questions, setting a good example, highlighting the importance of research and critical thinking and experiencing reverse mentoring.
Compatibility is the key to successful mentorship relationships. Understand what each mentor can juggle around their already busy schedule and, most importantly, give them the choice of topic they want to teach about.
The same goes for potential mentees. While the aim is to facilitate cross-cultural understanding and networking, find out mentees’ preferences first. You should know what type of mentor they think they would match with, the level of support they need and the goals they’re working towards.
How Can You Look Beyond Hard Skills When Hiring?
Diverse thinking is the key to innovation, and the sooner we acknowledge that, the closer we’ll be to crafting products and services that people actually want to use.
Many job advertisements have high expectations. For example, entry-level jobs often require five years of experience or an extremely linear career path with a university degree to match.
Widen the pool by considering candidates that don’t necessarily fill the entire brief, but have a proven track record of adapting to different work environments and taking initiative. Look to candidates outside of your own industry. Non-traditional skill sets create a team that brings different worldviews and strategies to the table.
Just as you’re evaluating candidates, candidates are evaluating your workplace, so ensure your human resources team is aware of any unintentional biases festering in the workplace. And who better to anonymously share their personal experiences and identify ways that the company’s hiring process is blocking diverse talent than your current staff?
A high employee retention rate is present in companies that value diversity of thought and channel this toward solving diverse customer pain points.
It’s difficult to advocate for change, however, if you don’t sew it into your workplace or when the only supporters are those experiencing marginalization. It’s ultimately up to leadership to not only look for candidates who are alike, but who are also open-minded.
