Employee happiness

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A diverse and inclusive workplace is one where all employees feel safe, respected, valued, appreciated, and empowered. In today's world, an inclusive workplace is essential for business success because inclusion improves team performance, productivity, and innovation through connection and a sense of belonging. How can leaders create and foster inclusion in the workplace for better employee satisfaction and business success?

We recently asked our leading executives how they foster an inclusive workplace.

Here are their responses...

Ana Smith, Leadership Development & Learning Strategist

As a leader, creating and fostering an inclusive workplace is crucial for ensuring a diverse and harmonious work environment where every employee feels valued and respected and has equal opportunities to succeed. This is a framework that I have used to promote inclusivity in the organizations/teams that I've led, and had been part of:

Set the tone from the top: As a leader, it's essential to actively champion and communicate the importance of diversity and inclusion within the organization. Make it clear that inclusivity is a core value and not just a buzzword.
Develop and implement inclusive policies and practices: Review and revise existing policies and practices to ensure they promote diversity and inclusion. This may include policies related to recruitment, hiring, promotion, compensation, and employee development. Strive for fairness and transparency in these processes.
Diversify your workforce: Actively seek out diverse talent by implementing inclusive recruitment strategies. This may involve partnering with organizations that focus on underrepresented groups, using diverse job boards, or adopting blind recruitment practices to reduce unconscious bias. Additionally, create an inclusive environment for people with disabilities by making your physical workspace accessible.
Provide diversity and inclusion training: Offer training programs to all employees to raise awareness about unconscious bias, cultural competency, and inclusive practices. This can help foster empathy, understanding, and respect among team members.
Encourage open communication and feedback: Create channels for employees to provide feedback, share ideas, and raise concerns about diversity and inclusion. Establish an environment where individuals feel safe and comfortable speaking up, knowing their voices will be heard and valued. Act on the feedback received to address issues promptly.
Foster diversity and inclusion through employee resource groups (ERGs): Encourage the formation of ERGs where employees can connect, support, and advocate for underrepresented groups. These groups can provide valuable insights and recommendations to leadership while offering a sense of belonging to their members.
Provide mentoring and sponsorship programs: Implement mentoring and sponsorship initiatives that pair employees from underrepresented groups with more senior employees who can provide guidance, support, and advocacy. This can help foster career development and create opportunities for advancement.
Emphasize inclusive leadership: Train and develop managers to become inclusive leaders who promote diversity, actively listen to their team members, value different perspectives, and create a psychologically safe environment where everyone feels included and empowered.
Regularly measure progress and adapt: Establish key performance indicators (KPIs) related to diversity and inclusion, such as representation in leadership positions or employee satisfaction scores. Regularly track and evaluate progress against these metrics, making adjustments to your strategies as needed.

Remember, creating an inclusive workplace is an ongoing process that requires continuous effort, education, and commitment from leadership. By following this framework and making diversity and inclusion a priority, you can foster an environment where all employees feel valued, empowered, and able to reach their full potential.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Kirsten Yurich, Executive Coach & Vistage Chair

Diverse team attends a meeting in their inclusive workplace

"Who and what is most important to you as a leader? Why does an 'inclusive workplace' matter to you? How would you know if you had one? Where do you feel included (where do you not feel included), personally?"

These are the questions I would ask any leader who wishes to have a more inclusive workplace. Words are labels. We must dive under the label and describe what we want, what we don't want, and what we would see and hear (maybe even FEEL) under each condition.

This reflective work is a prerequisite to implementing any programâespecially an inclusion program. The steps of a program are less important than the WHY and the motivation for undertaking the effort. For instance, a CEO who begrudgingly carries out an inclusion plan to appease her board of directors will have vastly different outcomes than a small-business owner who invites employees into his office on a routine basis and solicits feedback about their experience as an employee.

Leaders make the weather. What weather do you create at work for those around you?

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Michael Willis, Sports Business Operations Executive

Diverse coworkers/employees work on a project together in an inclusive workplace

What does inclusion in the workplace mean?

Inclusion in the workplace means ensuring every employeeâfrom vast backgrounds and demographicsâfeels a sense of belonging and appreciation.

People of all different races, ethnicities, genders, and sexual orientations can work together.

An inclusive workplace makes space for the people who make up the workforce to celebrate who they are without ridicule or judgment.

Working at the NFL, particularly in New York City, I have been exposed to a wide range of diversity in the workplace. There are many races, ethnicities, and sexual orientations in the office, and the NFL does a great job of embracing groups of all kinds.

The NFL embraces heritage months and recognizes food cultures in the cafeteria. The league allows time off for employees to celebrate religious holidays and events.

We have a long way to go when it comes to this topic. But we can:

Be Transparent â Itâs tough to admit to their shortcomings regarding who should be included.
Open Opportunity â Create a space where more than one person decides on promotions or opportunities for career training for advancement.
Be More Empathetic â Everyone does not come from the same background and experiences as others. We should develop listening skills to understand what an employee has been exposed to.
Communicate Regularly â Employees feel included when they feel heard. As part of your inclusion initiatives, encourage your team members to talk and engage with one another.
Form a Diversity and Inclusion Team â Dedicate a special team that is made up of members who look like the organization. The team dedicates its time and effort to making workplace relations better. To stay accountable, this organization reports to members of the C-suite. This will bring priority and credibility to the companyâs commitment to inclusion.
Give People a Voice â Lastly, allow everyone to feel valued and part of something great. This will make a better employee.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive

Diverse leader and employees/coworkers discuss diversity and inclusion in the workplace

In todayâs diverse and interconnected world, creating an inclusive workplace is the right thing to do and a strategic imperative for organizations. As a leader, you can shape the culture and dynamics of your immediate work environment. Promoting inclusivity can create a space where every team member feels valued, respected, and empowered. Here are various things I do to foster an inclusive workplace within my marketing department:

Embrace Diversity: To foster an inclusive workplace, recognizing and valuing your departmentâs diversity is essential. Embrace the unique skills, experiences, perspectives, and backgrounds each team member brings. Celebrate differences and create a culture that appreciates the value of diversity in achieving team goals.
Promote Open Communication: Effective communication is the core of building an inclusive workplace. Establish an open communication environment that draws upon each memberâs strengths, creating a sense of belonging and inclusivity. Encourage team members to freely express their ideas, concerns, and perspectives without fear of judgment or reprisal. Actively listen to others and ensure that all voices are heard and respected.
Lead by Example: Leaders play a pivotal role in fostering an inclusive workplace. Model inclusive behavior, demonstrate empathy, and actively engage with diverse employees. Foster a culture where individuals feel comfortable bringing their whole selves to work. Your actions will inspire others to follow suit, fostering a culture of inclusivity and creating a positive ripple effect throughout the organization.
Foster Collaboration Across Teams: Encourage collaboration and knowledge-sharing across different teams within your department. Break down silos and promote cross-functional teamwork. This allows team members to interact with colleagues from diverse backgrounds and expertise, fostering a culture of inclusivity and collaboration. Encourage team members to reach out and seek diverse perspectives to enrich the problem-solving and decision-making process.

Fostering an inclusive workplace within your department requires conscious effort and dedication. Remember, building an inclusive workplace is a continuous journey that requires ongoing commitment and active participation from all team members.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you foster inclusion in the workplace? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Foster An Inclusive …

When you think of a healthy work environment, you might think of a work environment that is inclusive, promotes employee well-being and productivity, and fosters collaboration, creativity, and innovation. Unfortunately, in today's world, a healthy work environment is the exception, not the rule. How can leaders ensure they are creating and maintaining a healthy work environment for their employees?

We recently asked our leading executives for their best tips on how to create a healthy work environment.

Here are their responses...

Ana Smith, Talent Architect & Global Learning Strategist

When you learn that 80% of cultures are toxic, what would your organizational and team culture be?

A healthy workplace is one where employees feel safe, respected, and supported. It is a place where everyone can thrive and do their best work. There are many things that organizations can do to create a healthy workplace, including:

Establishing clear expectations and goals. Employees need to know what is expected of them and what they need to do to succeed. This will help them feel more confident and motivated in their work.
Providing regular feedback. Feedback is essential for helping employees grow and develop. It should be constructive and focused on helping employees improve their performance.
Creating a culture of respect. Employees should feel respected by their colleagues, managers, and customers. This means treating them with dignity and courtesy, even when there are disagreements.
Encouraging diversity and inclusion. A diverse and inclusive workplace is a more productive and creative workplace. It is important to create an environment where everyone feels welcome and valued, regardless of their background or beliefs.
Promoting a healthy work-life balance. Employees need to have a healthy balance between their work and personal lives. This means providing them with opportunities to take breaks, vacations, and sick leave.
Investing in employee health and wellness. Organizations can help their employees stay healthy and well by providing them with access to health insurance, fitness programs, and other resources.

By taking these steps, organizations can create a healthy workplace where employees are happy, productive, and engaged.

Here are some additional tips for creating a healthy workplace:

Encourage open communication. Employees should feel comfortable speaking up about their concerns and ideas. This can be done by creating a culture of trust and respect, and by providing employees with multiple channels for communication, such as email, in-person meetings, and anonymous feedback surveys.
Resolve conflict quickly and fairly. When conflict arises, it is important to address it promptly and fairly. This can help to prevent the conflict from escalating and causing harm to the workplace.
Provide opportunities for professional development. Employees should have opportunities to learn and grow in their careers. This can be done by providing them with access to training and development programs, and by encouraging them to take on new challenges.
Celebrate successes. It is important to recognize and celebrate employees' successes. This can help to boost morale and create a positive work environment.

By following these (and other possible) tips, organizations can create a healthy workplace that is beneficial for both employees and the organization as a whole.

Michael Willis, Sports Business Operations Executive

In creating a healthy work environment, I canât ignore what the NFL represents and my passion for the shield. Working at the NFL, there are many stadium shots, action on the field photos, stand-out players, and paraphernalia that can quickly fill office space.

My plan for a healthy work begins with the following:

1. The Physical Space

I believe an attractive office design can make employees intrinsically happier. A theme-based workspace can improve employee well-being and promote healthy habits. You are investing in making your office a more enjoyable place to spend time.

Also, an investment in ergonomic chairs, stand-up desktops, and extra monitors can create a more relaxed and functional work environment. You are encouraging an office-friendly supply chain for replenishing office supplies and computer equipment and arranging the office space where departments sit closely when you can maximize collaboration and teamwork.

Lastly, creating an environment where sunlight flows into the office space to lift creativity and awarenessâadding theme-based artwork to maximize productivity and boost morale.

2. The Wellness Space

Feedback and communication are the most valuable gifts you can give your employees. Providing a space where employees can voice ideas, opinions, and issues without judgment or criticism. An open engagement platform.

Showing appreciation and recognition for achievements, whether individual or the entire department, makes employees feel valued and appreciated.

An environment of psychological safety is one where employees are comfortable being themselves. Where they know they are free to exist without fearing embarrassment or retaliation.

Prioritize cultural alignment when hiring. As part of the interview process for potential incoming new hires, this might be an excellent opportunity to test the workplaceâs cultural fit.

Lastly, empower your team with what they need to thrive. Be inclusive. Be appreciative. And communicate!

Debra Shannon, IT Executive

Happy employees on a successful team have a healthy work environment

When building a positive workplace culture, make sure you invest in each employeeâs personal development. Are there learning opportunities for them to keep current, get a promotion, or move into a managerial role? Or information to improve their analytical abilities or critical thinking? Itâs crucial to give employees the tools and information they need to continue learning and growing.

Encourage employees to develop a growth mindset and to be all that they can be. There is a saying by Confucius: âI want you to be everything thatâs you, deep at the center of your being.â Do you encourage employees to be the best version of themselves? Have you asked them what is important to them? If itâs important to them, then it should be important to you too. Besides professional-focused development, make sure to include âpersonalâ learning opportunities such as enhancing their quality of life (e.g., health/fitness) or developing a reading habit.

Personal development is lifelong learning. And when personal development includes both professional and personal learnings, employees are more likely to be and stay excited about whatâs next and potentially stay with the organization longer.

Debra Shannon is an IT executive who is also a CPA, CIA, and CISA. Her passion is turning chaos into calm. With her unique blend of experience in technology, project management, and auditing, she can break down complex business problems, identify practical solutions, and lead executive teams and business partners to embrace the value of technology changes.

Lisa Perry, Global Marketing Executive

Happy team members meet in a healthy work environment

Fifty-one percent of employees have experienced a toxic work environment, and one in five Americans have left a job in the past five years due to bad company culture. A healthy work environment is not only essential for the well-being and satisfaction of employees but also contributes to higher productivity, lower turnover rates, and overall business success. Here are some practical steps and strategies to create a positive and nurturing work environment that supports your employees' physical, mental, and emotional health.

Cultivate a Positive Company Culture: Start by fostering a positive company culture that promotes open communication, collaboration, and mutual respect among employees. Encourage a supportive and inclusive environment where individuals feel valued, recognized, and empowered to contribute their best work. Establish clear values, promote work-life balance, and create professional growth and development opportunities.
Prioritize Employee Well-Being: Invest in employee well-being initiatives prioritizing physical and mental health. Provide access to wellness programs, such as fitness activities, stress management workshops, and mental health resources. Encourage regular breaks and offer flexible work arrangements to support work-life integration.
Promote Work-Life Balance: Create a work environment that values work-life balance and encourages employees to maintain a healthy equilibrium between their personal and professional lives. Set realistic work expectations, avoid excessive overtime, and encourage employees to take time off as needed. Encourage open communication about workload and provide resources for time management and stress reduction.
Foster Effective Communication: Establish clear communication channels within the organization to ensure transparency, collaboration, and mutual understanding. Encourage open dialogue, active listening, and constructive feedback. Create opportunities for team-building activities, regular meetings, and cross-departmental collaborations to enhance communication and foster positive relationships among employees.
Support Professional Growth & Development: Invest in the growth and development of your employees by providing opportunities for training, skill-building workshops, and career advancement. Encourage continuous learning and provide resources for professional development. Recognize and reward achievements to motivate employees and foster a sense of progress and fulfillment in their careers.
Ensure a Safe & Supportive Physical Environment: Maintain a safe and comfortable physical workspace that promotes employee health. Ensure proper lighting, ventilation, and temperature control. Implement safety protocols and provide equipment and tools to prevent accidents or injuries. Consider creating designated spaces for relaxation, quiet work, and social interactions to cater to different employee needs.
Lead by Example: As leaders, set the tone for a healthy work environment by demonstrating positive behaviors, effective communication, and a healthy work-life balance. Emphasize the importance of well-being, work-life integration, and professional growth through your actions. Encourage managers and supervisors to adopt supportive leadership styles prioritizing employee well-being and fostering a positive work environment.

Creating a healthy work environment is an ongoing commitment that requires attention, investment, and continuous improvement. By prioritizing employee well-being, promoting work-life balance, fostering effective communication, and supporting professional growth, you can cultivate a positive and thriving work environment that enhances employee satisfaction, productivity, and overall organizational success.

Mark Taylor, Product & Operations Executive

Happy coworkers talk while meeting in a healthy work environment

I think what we are really trying to say here is:

âHow do you create a work environment where tasks get done in a manner that moves the business forward (thatâs what employees are ultimately there to do), whilst giving the worker opportunities to grow in a positive way?â

Those feel independent of each other âscientifically,â but highly correlated on a day-to-day basis; the linkage being oneâs manager.

For example, Iâm sure most of us have had the âopportunityâ to work for a lousy boss at a great company and a great boss at a lousy company. The latter was probably the more âhealthyâ experience for both the individual and the business.

From experience, a solid way of linking a companyâs and individualâs needs is to remind the employee: 1) how the company adds value to the greater good; and 2) how that directly aligns with the employeeâs values and growth needs.

Mark Taylor has 20+ years of risk, technology, and product management experience working in global and regional financial services firms in the UK and the U.S. He's managed teams of 40+, successfully addressed 100+ regulatory issues, and has saved companies $15M+.

What are your best tips for creating a healthy work environment? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Create A Healthy …

The first Friday of March has become the unofficial holiday of Employee Appreciation Day in the U.S. Some companies celebrate this day, while others celebrate their employees throughout the year.

No matter how your company does it, showing employees appreciation is essential to providing a good employee experience. Every company has different ways to recognize employees. Some may plan a big event around Employee Appreciation Day, while others may plan quarterly or monthly events to show appreciation for employees.

Some companies may show their appreciation with financial awards like bonuses or through offering additional time off, while others may have more modest ways of doing so.

The bottom line: It doesn't matter how big or small the appreciation is. What matters is that you take time to show appreciation for your employees.

If you're limited on ideas, or resources, here are some simple ideas for showing appreciation:

Personal Notes

A young professional writes a few notes of appreciation for her employees

Work can be a grind sometimes, so anytime an employee gets a note from their boss or supervisor expressing appreciation for their efforts, it can be a nice little pick-me-up.

Every company wants hard-working and passionate employees because those are the type of employees who throw themselves into their work and are proud to represent the company. However, with hard work comes stress. That's why it's nice to check in with employees from time to time and thank them for their efforts.

These notes of appreciation don't have to be long. They could be written or emailed.

Many employees will just appreciate the fact you took the time to recognize them. One little note can really work wonders for morale and motivation.

Company Gatherings

Team/employees gather for a Employee Appreciation Day activity

Most companies will have some sort of weekly meeting to update the workforce on current happenings and to touch base. Every once in a while, the company should hold a gathering instead to recognize the workforce and discuss positive happenings in the company.

Sometimes the workforce needs a good reminder of why they do what they do and the positive things that come from it.

These gatherings could be on or off site; it's a matter of company preference. The important thing is that the gatherings focus on thanking employees and celebrating the positive accomplishments of the company.

And, these gatherings should include food! It doesn't matter if the company provides the food, or if employees contribute via potluck, just as long as there's food.

Give Employees Some Control

Employee activity committee discusses ways to show appreciation for the workforce.

Some companies use employee-led committees to plan monthly fun activities that encourage workplace bonding. These committees can also be used to plan employee recognition activities or coordinate company community service activities.

Sometimes just giving employees more ownership of things within the company is the ultimate sign of appreciation. It signals to employees that management doesn't have all the answers and that employees deserve a large role in shaping the company's culture.

Management should always look at their company and ask themselves where they can give employees more ownership in shaping it. Not only will this type of trust motivate employees, but they will feel appreciated.

What does your company do to show employees appreciation?

These are only a few ideas, but there are several more ways to show employees appreciation.

Tell Work It DAILY how your company appreciates employees and you might be featured on our website and social media channels to thousands of job seekers and potential employees!

This article was originally published at an earlier date.

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3 Ways Companies Can Show Appreciation For …

Backblaze Leans On Its Culture To Thrive After COVID-19

The new workplace reality brought on by COVID-19 has thrown a lot of businesses for a loop. But having a strong business and culture going into the pandemic has helped California-based Backblaze not only adjust to the changing workplace environment, but keep the company moving forward in a positive direction.

Backblaze provides online computer backup and cloud storage for personal computers and businesses. The company, which is usually always hiring, believes that many of the things that it was doing prior to the pandemic has helped to keep it successful.

Employee Perks Take On A New Meaning

Backblaze gives employees an equipment stipend to help them set up their home workstations.

One of the more unique benefits offered by Backblaze is the employee equipment perk. Employees that work at the company's San Mateo headquarters are provided with an ergonomically supported workstation and then given a stipend to help customize that workstation to meet their needs.

In some cases, employees will use the stipend to purchase equipment, like a secondary workstation to have at home, or other high-efficiency tools such as iPads or smartwatches, according to Ramya Ramamoorthy, Marketing Recruitment Coordinator at Backblaze.

Ramamoorthy said the goal of the stipend is for employees to buy what they need to be comfortable and productive. The perk has taken on added importance recently when COVID-19 forced the Backblaze workforce to work from home.

"During COVID a lot of our employees have been using their employee equipment perk to purchase things like a desk and chair, computer monitor, or anything they need to set up their workstation because a lot of people didn't have that prior to COVID because most people were working in the office," Ramamoorthy says.

Backblaze has also been flexible with the stipend based on an individual's need for their home office. For example, the company has approved portable A/C units, ellipticals for under the desk, and even a coffee maker, because the company believes all these items can keep health, comfort, and productivity up while employees are working from home.

Backblaze also provides a monthly stipend to employees who are now required to work from home, but may need help upgrading their internet connection.

Ramamoorthy says the company offered work from home flexibility prior to the pandemic, and even had some employees that worked remotely full time. "I think the fact that we all at some point, even if it was only for a day or two, worked from home was really helpful in the transition," Ramamoorthy says.

Another perk that has taken on an added importance is the Employee Assistance Plan (EAP), which allows employees unlimited phone consultations. Ramamoorthy says the company wants its employees to have access to confidential counseling services to help them through any challenges relating to work, family, stress, finances, and other personal issues.

"COVID is such a challenging time. We want our employees to be happy and talk to anyone if they need to," Ramamoorthy says.

Keeping The Workplace Connected

Employees from Backblaze take part in a video meeting.

Workplace culture has always been a sense of pride for Backblaze. When employees were in the office, the company's "Fun Committee" would often plan social events to bring the workforce together. These events included happy hours, milestone celebrations, and Family Fun Days, to name a few events.

These events have gone virtual since the COVID-19 pandemic, but that hasn't stopped the Fun Committee from getting creative, according to Ramamoorthy. The committee recently held storytime events for the children of employees, where actors playing Disney characters read and sang.

The company has also been holding virtual happy hours and wellness classes, including yoga, meditation, and Zumba classes.

Prior to shelter-in-place, Backblaze offered fully stocked micro-kitchens with free snacks in the office as well as free breakfast and lunch twice a week, and pets were allowed at the office.

Ramamoorthy says company leadership is constantly reassessing when going back to the office might be feasible and safe for employees. When employees do return to the office, the company will look to resume as many workplace traditions as possible.

Consistent & Steady Leadership

All five of Backblaze's founders still work at the company, and in normal circumstances, it was fairly common for company leaders to walk around the office and chat with employees on a regular basis, according to Ramamoorthy. Managers would also take their employees on "walk-and-talk" meetings.

Video conferencing is being used by management to stay connected to the workforce during COVID-19. Company co-founder Brian Wilson has virtual office hours every week where he goes over interesting facts about the company and answers any questions that employees may have.

"Although these gestures may seem simple, our founders are bridging the gap between themselves and the rest of the employees by encouraging conversations and getting to know team members," Ramamoorthy says.

Other Interesting Facts About Working At Backblaze

The Backblaze data center in Sacramento, California.

Here are some benefits and perks at Backblaze:

The company offers 100% healthcare coverage, 401K retirement plans, and paid maternity/paternity leave
The company offers an unlimited vacation policy
The company employs over 160 employees
In addition to its headquarters in San Mateo, Backblaze has data centers in Sacramento, Phoenix, and Amsterdam

Career Opportunities At Backblaze

Backblaze is currently hiring for multiple positions.

Backblaze is hiring!

Ramamoorthy says the pandemic has not impacted Backblaze's staffing, and that the company is usually always on the lookout for more people to join the team.

"We're very lucky that during this time people are still using our services, and I think it's because our service is almost essential," Ramamoorthy says. "We're very fortunate to be in this situation."

The interview process is entirely remote, and there's a coding exercise for those applying for engineering positions.

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