Hybrid work has changed the way businesses operate and radically changed the way teams operate. For many organizations, hybrid work is here to stay and a lot of industries are embracing operations in a hybrid environment. So today, there is a responsibility for those leaders and teams to figure out how they are going to operate in a hybrid environment and how to create an inclusive culture when team members are often dispersed.

In today’s episode we interview Perrine Farque, Author of Inclusion: The Ultimate Secret for an Organization's Success. Perrine agrees with and shares the work of recent studies from HBR and McKinsey, which prove that diverse and inclusive teams push the limits to perform better.

What is the Meaning of Inclusion?

Inclusion is being heard and seen and valued for who you are. At work, you feel included when you are greeted by your name, people listen to your ideas, and your feedback is valued. A leader who creates inclusion recognizes the presence of every person on their team, remembers details about each person's life, and asks questions that allow for meaningful connection.

Defining Belonging

Belonging is the ultimate level of where people feel like they belong to their team. They see their team as a tribe, as human beings wired by a sense of belonging. This desire is present for all of us--at home, at work and in our communities. Thus, keeping this sense of belonging alive in hybrid environments is essential.

How to Improve Inclusion in the Workplace

As a Team Member

Understand and Notice the Difference between Appreciation vs. Depreciation at Work

A lot of managers depreciate their team members and they don’t even know it. Depreciation is the opposite of appreciation. When team members are depreciated, they do not feel heard, valued, or respected. Team members feel depreciated when they are not asked for their opinion in meetings or are asked at the last minute when time is running out.

Leaders might not even notice this is happening. In extreme cases of depreciation, this could be seen as bullying or a form of toxic leadership. Depreciation leads to disengagement, lack of trust, and lack of creative thinking.

If You Don’t Feel Appreciated At Work

1. Establish trust with that person. If it’s a toxic leader, you might be able to build trust by channelling their inner motivation to compete. Many leaders are very competitive, so you can build rapport and then leverage their competitive desire. To do that, you can give them tips on how to improve their career or achieve goals through the trusting support and partnership you are offering.
2. Encourage other employees to give the leader feedback to create awareness and help them understand the undesired consequences of their behaviors.
3. Develop explicit standards for inclusive leadership. For example, “We don’t tolerate toxic leadership, bullying or harassment; we don’t tolerate public shaming.”

If You Don’t Feel Like You Belong to Your Team or Company

If, as a team member, you don’t feel like you belong, what should you do?  Perrine recommends that you begin by taking ownership of your feelings, and muster the courage to reach out.

Take Ownership

As a team member who doesn’t feel a sense of belonging, sharing how you are feeling is a way for you to take responsibility for the relationship. You can't expect your team members or leaders to read your mind. By reaching out and instigating a two-way dialogue, you can share your challenges and also learn what challenges others are dealing with. This creates a bond of inclusion.

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