Organisations with thriving cultures are far more resilient in challenging and uncertain times. But what is it about these cultures that gives them their strength? What holds them together?
In a word, community.
Community makes us feel like we’re part of something, whether it’s a neighborhood, church, school, sport, or just a mutual interest.
In the workplace, a potent sense of community exists when employees feel they belong in the organisation and contribute to shared goals in meaningful ways. This is important because being part of a community means employees care about one another, and they work and grow together. The innovation and productivity of a true community is greater than the sum of its parts. And a healthy workplace community works together to make better decisions and is more committed to its success.
Leadership expert Dede Henley captures the benefits of a strong community as “high trust, effective communication, equality, respect for differences, and high levels of cooperation. It’s not without conflict, but members of the community have the perseverance to see conflict through to a healthy outcome. The larger focus of the community is on a vision of the future that can be created together, and the actions needed today to get to that future.”1 While workplace culture is the social operating system that influences the way people work and interact (usually demonstrated through norms, expectations, language, and rules of engagement), community is what unifies the group, bringing and holding employees together to work toward common goals. It’s the sense of understanding, unity, trust, and belonging that everyone in the group feels.
This sense of belonging is central to community. And employees crave belonging at work—more than an increase in pay, better benefits, or even work-life balance. McKinsey & Associates has found the top reasons people quit their jobs are, first, not feeling valued (54%), and second, not feeling a sense of belonging at work (51%).2 Now, after more than two years of isolation, social distancing, and strenuous uncertainty, employees crave a sense of belonging and meaningful connection. We want to be part of something bigger. We want to feel we matter. In fact, employees say the biggest incentive to work in the office is interaction with their work friends (42%).3
Simply put, we want to be part of the community.
Over three fourths of employees (76%) consider their workplace a community and nearly as many (72%) say it’s important for them to feel like part of a community at work.
Our research finds organisations with a strong workplace community share the following eight elements:
Figure 3. COMMUNITY INDEX
The essential elements of a workplace community.
Healthy communities do more than just help employees feel happy. They can help employees feel they belong. Our research finds the stronger the workplace community, the more likely employees are to feel a sense of belonging.
If organisations want their employees to feel they belong at work, if they want employees to stay, do great work, and not burn out, then having and sustaining a strong workplace community must be a priority.
A thriving culture has a positive influence on workplace community. And a strong community helps strengthen workplace culture.
Looking at the six Talent Magnets (elements of strong workplace cultures that attract, engage, and retain talent), each of them has a positive impact on community, particularly appreciation and leadership. Companies with thriving cultures—those that excel in every Talent Magnet—also have stronger communities.
Likewise, organisations with strong communities are much more likely to have thriving cultures and high Talent Magnet scores.
Organisations that have both a strong community and a thriving culture have a 99% probability of employees feeling like they belong at the organisation. This combination also has a tremendous impact on burnout, tenure, inclusion, and great work.
As organisations adjust to new models of work and navigate continued workplace changes, having a strong workplace community is more important than ever. With the increase in remote and hybrid work, workplace communities will either become stronger or more fragmented, but they won’t remain static. Organisations have a clear opportunity.
More than half of hybrid and remote employees (59%) said their organisation’s culture has improved since going hybrid or remote. However, less than half (48%) say it’s easier to create a sense of community in their new work environment.
One solution for building community is more integrated recognition. In specific terms, this is recognition that happens frequently and is built into the daily employee experience. It’s also personalised, given for a variety of reasons, and meaningful to the employee. Integrated recognition increases the odds of a sense of community for hybrid and remote workers by 341% and 660%, respectively.
What does this look like? It’s more than simply having technology in place to keep employees connected. Barely half (55%) of employees think the virtual apps and communication tools they use for work strengthen workplace community. These technologies should facilitate rather than hinder communication, make it easier to share ideas, provide better access to workplace events, and foster—not impede—connections with colleagues and leaders.
Likewise, consider offering virtual training that matches the quality and breadth of topics employees have access to in person. Or have a weekly team video call—cameras on—to celebrate successes and share challenges, with peers giving guidance and advice. Events could offer remote employees the chance to interact with others in real time through contests, Q&A sessions, sharing opportunities, and chat tools—well beyond just watching a video stream. Any technology that allows people to share ideas, build on each other’s contributions, and celebrate successes will strengthen a workplace community.
And when organisations establish a strong community for their hybrid and remote workers, they create both a better work experience for those employees and positive business outcomes:
Tech Mahindra, an IT company with over 140,000 employees around the world, strengthens its workplace community through integrated recognition and by including housekeeping staff, customers, and families in company celebrations. The company communicates to all employees with a daily email newsletter and checks in often on the wellbeing of associates. Additionally, it drives positive change by rallying employees to improve their neighborhoods and cities. All these efforts connect to Tech Mahindra’s purpose and culture, and they strengthen belonging and community for employees.4
Nearly three fourths (74%) of employees say recognition is a crucial part of workplace community. To be integrated, recognition must be an everyday part of the culture, given and seen throughout the organisation often. It must also come from peers as well as leaders and acknowledge both the large and small efforts of employees in personalised ways.
When recognition happens regularly in teams, the odds of having a strong community increase 508%. When it’s integrated into the organisational culture, the odds increase 387%, and the strength of that community increases 19%.
Modern leaders build relationships through understanding, championing, and advocating team members. They naturally improve the culture of their organisations and increase the odds of having a strong workplace community by 269%.
Train and encourage your leaders to use modern leadership skills. Help them communicate purpose, actively guide growth and development, and truly know the individuals on their teams.
As a community bank in the Pacific Northwest, Heritage Bank understands the importance of having a strong workplace community for its employees. It regularly uses eCards, awards, milestone and anniversary celebrations, and retirement gifts to connect employees and highlight the great work they do.
The bank’s recognition program, “Celebrate Great,” enables real-time recognition in personal ways, and the program’s Wall of Fame ensures everyone can see the great work happening throughout the organisation. Executives also frequently promote recognition and share stories of success in town hall meetings. Plus, monthly emails and new-hire training ensure recognition is a part of the culture from day one.
This level of integrated recognition has led to over 91% of employees feeling accepted by immediate co-workers and has built both culture and community at the bank.5
At telecommunications giant Verizon, leadership communication is a crucial part of creating a sense of belonging. When the company shifted to remote work during the pandemic, managers met virtually with their teams often, and executives scheduled video calls with new and junior employees to get to know them personally.
Leaders also held online events, such as fireside chats and virtual volunteer days, and included interns, too. By connecting with employees and making it easier for them to connect with each other, Verizon leaders helped preserve their community even when everyone was apart.6
Soliciting feedback from employees is critical to giving them a voice and creating a vibrant community. But it’s only half the equation. Leaders still need to actively listen and appropriately address the input. When they do, the odds of having a strong workplace community improve by a phenomenal 6,313%..
Gather employee feedback through annual surveys, pulse surveys, focus groups, email, social media tools, and other communication channels. Let employees know you hear them by responding to their questions, concerns, and ideas. Clearly communicate what changes you’ve made or are going to make. And then get their feedback again. This cycle of regular feedback, listening, and action will strengthen employee trust and community.
Credit Acceptance Corporation, an auto finance company, trains its leaders to listen to employees and respond to them using a consistent process that starts with organising all feedback and comments into themes. Then, for each theme, leaders reply in one of three ways:
This transparent approach to employee feedback is one reason Credit Acceptance Corporation is among the FORTUNE 100 Best Companies to Work For® 2022. And it helps sustain a workplace community where employees can thrive.7
Workplace Community Sources
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