Welcome to the Leader’s Lens: The Perspective Shift issue!

This is issue is to give you a fresh perspective and actionable tips that you can take implement in your leadership this week.

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The Quick and Qualitative Way to Measure Belonging in your Workplace

So, how often do you consider if your team feels like they belong? How is that reflected in your leadership?

And did you know that creating a workplace culture where every member feels a sense of belonging can make a significant difference in the overall productivity and happiness of a team?

I am sure you do, because it has been one of the most talked about concepts when it comes to employee wellbeing since 2020.

But the misconception leaders have is that belonging is some thing that happens, or something that you can just hire.

It’s not a process that happens by chance, but rather one that requires deliberate efforts and strategies.

So let's explore the three ways to foster a sense of belonging within the workplace qualitatively – gathering feedback, conducting exit interviews, and measuring employee involvement.

Gathering Feedback

Feedback is a critical component in understanding whether a culture of belonging is being cultivated within your organization.

This information can be gleaned in various ways, such as one-on-one meetings with employees, where you can ask if they feel involved in their work and if their needs are being met. Implementing surveys can also be an effective way to gauge if employees feel safe, heard, and valued.

Additionally, creating focus groups can provide a safe space for employees to voice their thoughts and feelings about specific initiatives.

The key here is to actively listen for indications that employees might feel excluded or discriminated against and take necessary steps to rectify such situations.

Example questions to ask when gathering feedback:

• Tell me about your experience on the team.

• Do you feel like you can voice your perspective?

• How can my leadership help you achieve your goals?

Conducting Exit Interviews

Exit interviews provide valuable insights into an employee’s experience within your organization. By asking specific questions about inclusion and belonging, you can gauge whether employees felt that they belonged during their tenure.

If employees felt that certain aspects of the organization, like onboarding, were not as inclusive as they could be, you can use this feedback to make necessary changes.

The ultimate goal is to create an environment where every employee, current or former, feels a sense of belonging.

Example questions to ask during exit interviews:

• What would have made your experience better on the team?

• If you were hired all over again, what would you wish would have been done differently?

• What advice would you give to the new hires in the organization?

Measuring Employee Involvement

The level of employee involvement in initiatives and events can also serve as a measure of belonging within the workplace. If only a specific group of people are regularly involved, it might indicate that some voices are not being heard.

It’s important to reach out to those who are not showing up and understand their needs to foster a more inclusive environment.

Remember, a diverse and inclusive workplace is one where every voice matters and every identity is valued.

Example questions to ask YOURSELF to measure employee involvement:

• What voices am I not hearing the most in these meetings?

• What knowledge am I missing that I can invite a team member to speak into ?

• What does the team value in this season and how can I bring that to them?

So now what?

Creating a belonging workplace culture is a continuous process that requires deliberate efforts and strategies.

Once you've gathered qualitative data by actively gathering feedback, conducting insightful exit interviews, and ensuring diverse employee involvement, you then look within your leadership structure to see where you can enhance... or where you can improve.

You can foster a sense of belonging that benefits both employees and the organization as a whole. And the quicker you can implement a few of these actions, the greater you can increase retention and employee satisfaction.

And if you would like help with setting this up within your team and organization, book a call with me and let’s chat about it!

Continue to lead well,

Ray

ICYMI:

• Thank you to those who have filled out the survey letting me know more about your leadership journey! I am excited to dive into the results over the next couple of weeks to provide you with resources and content that will support your leadership! If you haven’t filled it out yet, do so by clicking the link here!

• You can order my first book, Advocacy in Action: Nine Practical Actions for Allies in Social Justice here!

• Regardless of where you are in the world, I hope you find rest this holiday season! 🎄🎇🎉