A newly distributed-first workplace community and belonging

The future of work is the most talked about topic in HR right now because many of us consider working in a hybrid mode to be a more distributed-first workforce. The focus of this right for your people and your business is determining how you create a new distributed-first workplace community and affiliate.

Spotify’s Work from anywhere The program has unlocked the possibilities for our future. The program puts the choice in the hands of the employee, where individuals can decide on a work system that is most appropriate for their way of working and lifestyle. With thousands of band members in different parts of the world, this means we need to be more intentional in building our community and creating a sense of ownership.

No matter where your employees are in the world, they are part of something bigger than themselves when they join your company. They all want to make an impact and they all want to find their place in the ecosystem of the organization. It finds itself a community.

Community for employees: Wherever you are

For example, we recently hosted our third annual BLK (Our Employee Resource Group for Black / African American Culture) Workforce Development Conference, where we hosted a panel of workers who started during the epidemic. They all mentioned that when they first started, they searched for the community – and they found it through employee resource groups that offer them the opportunity to volunteer, a way to introduce themselves to other colleagues around the company and how we work here. To learn about.

This is in line with what we know about what employees are looking for in the workplace. In an article in the Harvard Business Review, the three things employees want from work are careers, causes and communities: “Community is about people: being respected, caring and being recognized by others. It drives our sense of connection and ownership. ”

Companies that invest in connectivity, either virtually or personally, will have more social currency in the eyes of talent to attract their organization as well as maintain high employee satisfaction.

Included: Scaffolding

Our workplace culture has gone through a lot in the last 18 months. Many organizations are creating workplaces focusing on the workplace, cause or community. At Spotify, we created our DIB scaffolding. Our scaffolding is the foundation of all our work with our support system, or diversity, inclusion and balancing (DIB). It covers all of our strategies for encouraging diversity, inclusion and kinship – from heart and soul to a very deliberate program to keep employees aware of who we are and what we do / offer them. The reality is that companies need to take advantage of all three areas of career, cause and community so that employees are able to bring their full comfort and improve in the workplace.

This is an area we are keeping a close eye on. In a distributed-first workplace, we need to make sure the elements of our own culture (which we’ve invested heavily in creating strategies for our people, and which are authentic for Spotify) remain true and original to who we are.

If an organization focuses on only the strategic aspects of the business (and not the people who can do the job), the sense of belonging will begin to wane. At Spotify, we noticed that while DIB is fully integrated with our people’s strategy and employee behavior, we can’t take our eyes off it. Although it is being named great Newsweek’s America’s Most Favorite Workplace CultureWe certainly don’t want to get comfortable, we believe that winning the game on talent is going to be an important part of our success or failure.

Continuous and fruitful work

It is best to take a holistic approach to the experience of our band members. Although the artifacts (which I like to call special sauce) that make our workplace culture one of a kind, we need to stay ahead of the curve and be able to adapt to organizational and employee needs and that means being willing and present with the community and this’ Belongs to the ‘new normal’.

‘New normal’ means embracing technology and development in other ways. The future offers us a way to tap into the gamification of AR / VR technology, virtual workplaces and collaborations. Everything that has been done to some extent before, but can become a big part of our future working life.
The important thing to note is that no matter what new tools you use, the way things work is constantly evolving, as HR professionals we all need to make sure that we can evolve as well. Any company (well, any interesting and attractive talent brand company) These challenges need to be addressed while working to ensure that your workforce can heal from the past and become stronger than before. This hard, continuous, and rewarding work involves building communities and belonging.

Head of Diversity, Inclusion and Balancing @ Spotify

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