In today's competitive landscape, we need to be mindful of creating a culture and ways to make everyone feel included, valued, and connected so employees can thrive and not feel disengaged or want to leave your organization. This video reviews different ways in how to retain a diverse team and it's importance. After watching you are able to identify, and be mindful of, places where your company may be missing opportunities for everyone to feel included and valued in your company.
- When we talk about engagement of diverse talent or retention of talent, people tend to disaggregate the two as two different problems, and they're one in the same. And here's how I think about it. Imperfectly perfect. You can recruit great, amazing talent into the door with all their diversity, and if they don't see themselves being successful, surviving and thriving in the organization, that sense of accomplishment and future growth will diminish the time that they spend with you. So it's what Professor Greg Walton talks about in uncertainty in his research that if I walk in, I don't see signals of others like me being successful and thriving, then I'm already one foot out your door. It's just a matter of time. So we spend a lot of money on recruiting other, looking for culture add, whatever those things are, and then if we're not worried about our own culture inside, we have missed half that equation. And so the best way to retain that talent is to have high engagement. And the way I know how to do that is increase belonging, and so if you increase belonging, performance for those, there's correlation. So if I have a high sense of belonging, even a moderate sense of belonging with my team, that I matter, that you care for me, then my performance, this data shows, goes up 56%. That's huge to a business. It also correlates my intent to stay increases by 50%, so now turnover gets reduced, performance increases through belonging. So if you start looking at those stories that you tell in the front when I'm courting you, that you, in all your uniqueness, can survive and thrive with me, you take a bet, 'cause how much do you know in advance? You take a bet, I treat you beautifully in the front end. I give you a very fair package, you feel very welcomed. You're looking for signals along the path to see am I real or am I fake? You're looking for the authenticity of that story of that sell. If you have been bruised in the past, if you have been treated with discrimination, if you've been treated in a not such a great way, then it takes, like, 10 x more positives to outweigh the negative, right? And so you're looking around for signals and so the way to reengage you is to make sure I'm telling those stories from day one, that I introduce the human, not your title, and I continue to, you know, celebrate who you are. Because your job title hopefully changes over time. Your journey with me should last many cycles before you move on to something else that's even more amazing, so I shouldn't fixate on the job that you do today. I should fixate on the talent and the amazing things you bring to bear. That's when you get engagement. That's when you get that sense of belonging, and that's when turnover decreases 'cause you can manifest what Reid Hoffman would say, your tour of duty, multiple times because you believe and care for me.
- Determine what prevents a company from being equitable.
- Explain the importance of storytelling.
- Construct how an interview process should work that would enable you to hire diverse talent.
- Describe the purpose of listening to employees.
- Determine the factors for choosing DIBs role models in a company.