FOCUSING ON THE ESSENTIAL WORK

     
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Summary.

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A great company culture is built và reinforced by its people — meaning you, your peers, and your teammates. Individual contributors without supervisory power can have a huge impact within their own spheres of influence. In fact, there are several things you can do, even early in your career, lớn build a culture you’re proud lớn be a part of.

Get khổng lồ know people on a personal level. Be the person who goes out of their way to lớn befriend new team members, many of whom may feel out of place joining your organization remotely or adjusting to lớn a hybrid environment.Celebrate others (and be creative). Remind your team of each other’s birthdays & work anniversaries, or encourage people to come together to lớn show tư vấn when a colleague experiences a big life event.Show up for people without resentment. Find a balance between saying “no” & “yes,” & when you say “yes,” vị so with care & not resentment.Set the example. Many companies need employees to lớn join employee resource groups, short-term projects, or long-term committees focused on building a better workplace. Consider joining one of these efforts.

Show up for other people (without resentment).

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Most of us would love lớn work in a vibrant, diverse, & caring environment in which we are valued as whole people — meaning our priorities in life are as supported as our work priorities. We often leave it to lớn the “powers that be” khổng lồ turn this dream into a reality, believing that company culture is something set by leadership, and implemented by managers & human resource teams. We assume that their values, along with the policies and decisions they make, determine the behaviors và priorities we employees must follow.

While there is some truth lớn these assumptions, it is equally true that a great company culture is built và reinforced by its people — meaning you, your peers, và your teammates. Individual contributors without supervisory nguồn can have a huge impact within their own spheres of influence. In fact, there are several things you can do, even early in your career, lớn incorporate whole-person workplace valuesinto your organization.

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Get khổng lồ know people on a personal level.

The first và most foundational thing you can bởi vì is to lớn get to know your colleagues as people — not just coworkers — and tư vấn them. Be the person who goes out of their way khổng lồ befriend new team members, many of whom may feel out of place joining your organization remotely or adjusting lớn a hybrid environment. Invite them lớn lunch or to chat over a virtual coffee. Suggest other people that would be good for them lớn connect with, or if you are in the office, take the initiative to lớn introduce them yourself.

The same goes for those colleagues who you may have fallen out of cảm biến with over the past couple of years. Reach out over email or Slack with a message like, “Hi ! I was wondering if you might like to grab a coffee và catch up? I really admire the work you’ve been doing but feel we haven’t really had a chance to connect.”

These small gestures can make all the difference. Your colleagues will begin to lớn see you as a positive ally, resource, or better yet, friend — all of which can increase your influence and potential for growth. Moreover, the more friends you make, the happier you will be showing up at your job. Remember that “having a best friend at work” is perhaps the single best indicator of long-term satisfaction and engagement.

After all, if you & your coworkers are going to spend 40 to 50 hours a week together, you may as well enjoy the company.

Celebrate others (and be creative).

Recognizing và celebrating team members for their work is a great way khổng lồ set an example and develop a positive culture, even if it’s only within your department. Your actions will signal that you’re paying attention, that you notice other people’s contributions, và that you’re an advocate of their work.

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There are also several small (but powerful) things you can vị to show your colleagues that you perceive & value them as whole people. You can remind your team of each other’s birthdays và work anniversaries, or you can encourage people to come together to lớn show support when a colleague experiences a big life event. These gestures, while simple, can create a genuine culture of care. Think of it this way: If no one keeps track of dates, collects the money lớn buy a cake, và asks people to sign a thoughtful card, there’s no party!

Workplaces can host baby showers, happy hours, team-building lunches, and even support groups for those who are going through difficult times. Managers don’t always have to lớn lead the charge. Often, it’s more powerful if culture-building activities grow organically from individual employees.