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15 Expert Tips to Improve Collaboration at Work

23 Jul, 2025

How to Transform Meeting Chaos into Collaboration Clarity

Behavioral science is transforming collaboration from chaos to clarity. Let’s face it: most meetings suck. They’re long, repetitive, unclear, and worst of all—ineffective. According to a study by Harvard Business Review, 71% of senior managers say meetings are unproductive and inefficient. But here’s the twist: meetings aren’t the real problem. Maybe it's people. Hear us out! More specifically, how people interact, communicate, and make decisions—often without understanding the personalities and work styles of the people in the (virtual) room. That’s where behavioral science steps in and starts to flip the script. We’re not talking about soft “team-building” stuff. We’re talking about hard behavioral data baked into your meeting tools, real-time personality insights, and AI-powered platforms that help teams collaborate with intention—not confusion. Let’s break it down. Meetings Aren’t Going Away. But the Pain Can. The average employee attends 62 meetings a month. That’s more than two per workday. Yet only 50% of meeting time is seen as effective. In fact, according to a Korn Ferry study, more than two-thirds (67 percent) of workers say that spending too much time in meetings and on calls distracts them from making an impact at work., while 34% say they waste between 2-5 hours per week on calls or meetings that don’t accomplish anything. Still, 35 percent say that they’d go to a meeting even if they knew it wasn’t going to be productive, instead of declining the meeting. The cost? Lost productivity, wasted salaries, and exhausted teams. But here’s what’s changing: behavioral science and workplace psychometrics are now being applied not just to hiring—but to everyday collaboration. That means:Predictive insights into how team members make decisions Personality overlays right inside your calendar and collaboration tools AI-driven recommendations for how to communicate with others based on their traitsIt’s not a meeting makeover. It’s a collaboration revolution. What’s Driving the Change? The convergence of behavioral analytics and workplace technology. Platforms like Humantelligence are embedding psychometric data where people actually work—inside Microsoft Teams, Zoom, Slack, and calendar invites. That means team members don’t need to “go find” each other’s personality profiles. It’s right there, contextualized for the task at hand. No more guessing if someone is detail-oriented or big-picture. No more misreading silence as disengagement. No more talking in circles. The tools surface what matters in the moment: how someone prefers to give and receive information, how they process feedback, how they approach problem-solving. And then it suggests how you should interact with them to get things done faster and with less friction. From Chaos to Clarity: How It Works Imagine you’re scheduling a cross-functional project meeting. Your calendar tool shows you behavioral summaries for everyone invited. You see that Maria is highly analytical and task-focused, while Jared is more relational and expressive. That information doesn’t sit in a dusty HR file—it pops up directly in the invite and offers smart tips for framing your agenda and communicating in a way that resonates with both. Then, inside the meeting, your video platform nudges you in real time:“Speak in bullet points for Maria” “Check in personally with Jamal before diving into details” “Expect Taylor to need more time to process before weighing in”This is behavioral intelligence at work. It’s not about changing who you are—it’s about adapting how you show up to drive better outcomes. And it works. The Results Are In Companies using behavioral science in daily workflows see major gains in collaboration. According to our customer data:32% fewer misunderstandings in remote meetings 28% reduction in meeting time due to more focused communication 40% improvement in meeting follow-through and accountability 35% faster decision-making on cross-functional teamsWhy? Because when people understand each other, they collaborate more efficiently. It’s that simple. And this isn’t just internal optimization—it impacts the bottom line. Teams that communicate effectively are 25% more productive (McKinsey), and highly aligned companies grow revenue 58% faster (Forbes). From Personalization to Performance This shift toward embedded personality insights is part of a broader movement: personalization at scale. Netflix personalizes your movie list. Spotify curates your playlists. Behavioral science now personalizes how you collaborate at work—tailoring how meetings are run, who speaks when, and how decisions get made. It’s not about labeling people. It’s about unlocking their best work by acknowledging who they are and how they operate. With tools like Humantelligence, organizations can:Build high-performing teams based on culture fit and behavioral diversity Coach managers on how to run meetings that respect different work styles Replace guesswork with data-driven collaboration strategiesThis isn’t just “nice to have.” It’s the future of work. And it’s already here. What This Means for Leaders Leaders can no longer afford to wing it. In today’s hybrid, fast-paced, culturally diverse environments, emotional intelligence isn’t enough—you need behavioral intelligence. If you’re still running meetings based on gut feel or outdated agendas, you’re not just wasting time—you’re leaving value on the table. Here’s how modern leaders are making meetings matter: ✅ They know their teams’ communication styles before stepping into a meeting ✅ They use behavioral insights to assign roles, manage time, and facilitate dialogue ✅ They create inclusive environments where every style has a voice ✅ They make data-informed decisions that move things forward This isn’t micromanagement—it’s micro-adaptation. And it changes everything. Meetings aren’t inherently broken. They’re just misaligned with how people think and work. Behavioral science is the missing link—giving teams the clarity, context, and tools to turn meetings from chaotic to productive. No more one-size-fits-all agendas. No more disengaged Zoom calls. No more death-by-update. Instead, imagine a culture where people feel seen, heard, and understood—where meetings are strategic, fast, and energizing. That’s what’s possible when behavioral data powers the way we collaborate. Humantelligence is leading this charge—embedding behavioral insights directly into the tools your teams already use. Because better collaboration shouldn’t be a wish list item. It should be a default setting. Final Thought: It’s About Making Your Meetings Better We’ll say it again: meetings aren’t going away. But they can get a whole lot better. When behavioral science is built into your daily workflow, meetings become less about endurance—and more about impact. So the next time you’re dreading that team sync or quarterly planning session, ask yourself: Do we actually understand each other? Are we collaborating with clarity—or just colliding with personalities? Are we using tools that help us work smarter—or just schedule faster? If the answers are no, it’s time for a change. Because better collaboration starts before the meeting even begins.

15 Apr, 2025

The Economics of AI Coaching: Cost-Effective Strategies for Scalable Professional Development

What was once buzzword is now a mandate. AI is setting the bar for employees, as evidenced in the Shopify memo telling employees that they’ll have to show jobs can’t be done by artificial intelligence before asking for more headcount and resources. What's more, organizations are also under increasing pressure to deliver personalized professional development for employees. Traditional coaching, while effective, often comes with significant financial and logistical challenges. Enter AI-powered coaching: a transformative solution that not only democratizes access to high-quality development but also offers measurable cost savings and scalability. As budgets tighten and the demand for upskilling grows, AI coaching is emerging as a key player in the economics of employee development. Let’s explore how businesses can leverage AI coaching to drive growth, reduce costs, and support talent at scale.Why Traditional Coaching Models Fall Short Executive coaching and one-on-one mentoring have long been staples of professional development, particularly for high-potential employees and senior leaders. While impactful, these programs are also:Expensive: Coaching engagements can cost between $200 and $500 per hour, with executive coaching programs often running into tens of thousands of dollars per participant annually. Inaccessible: Only a small percentage of employees—typically top-tier performers or executives—benefit from traditional coaching due to limited availability and budget constraints. Unscalable: The logistics of providing personalized coaching to large or distributed teams are cumbersome and often unfeasible.This model may work for small cohorts, but it doesn’t align with the needs of modern organizations striving for equitable and continuous learning at all levels.The Rise of AI-Powered Coaching AI coaching bridges the gap between quality and scale by delivering timely, personalized feedback and development tools directly to employees—no scheduling required. Leveraging natural language processing, machine learning, and behavioral science (psychometrics), AI coaches can provide:Real-time feedback Personalized learning paths Data-driven insights into individual and team behaviors Nudges to reinforce soft skills and leadership growthAccording to a 2023 McKinsey report on AI in the workplace, companies adopting AI-enabled tools for talent development are 2.3 times more likely to report productivity gains and cost savings source.The Financial Case for AI Coaching 1. Lower Cost per Employee One of the most compelling benefits of AI coaching is its affordability. Unlike human coaching, where costs increase linearly with each new participant, AI platforms typically operate on a subscription or per-seat basis—dramatically lowering the cost per user. For example, a company might spend $10,000 annually to coach a single executive with a human coach. That same budget could support AI coaching for hundreds of employees, delivering personalized development at a fraction of the cost. 2. Scalable Across Teams and Geographies AI tools are inherently scalable. Whether you’re onboarding 50 new hires or rolling out a leadership development program across five continents, AI coaching platforms can deliver consistent and personalized support without logistical complexity. This scalability is especially crucial for organizations embracing hybrid and remote work, where real-time, self-guided development tools are essential to maintaining engagement and performance. 3. Continuous and On-Demand Support Traditional coaching is episodic—often tied to monthly or quarterly sessions. AI coaching is always on. It provides nudges, feedback, and insights exactly when employees need them, leading to faster behavior change and better retention of skills. Research from BetterUp found that consistent, in-the-moment coaching increased employee engagement by 22% and reduced attrition by 30% source. 4. Actionable Data and ROI Insights AI platforms generate rich, anonymized data that helps organizations understand behavior trends, skills gaps, and coaching effectiveness. This allows L&D leaders to tie coaching outcomes to business metrics like performance, retention, and engagement—something that’s notoriously difficult with traditional coaching. With platforms like Humantelligence, organizations can benchmark team dynamics, measure progress over time, and adapt learning strategies based on real-time analytics.Making AI Coaching Work for Your Organization Here are key considerations if you're looking to maximize the ROI of AI coaching: 1. Align with Business Objectives Start by identifying the specific outcomes you want to drive—such as improving manager effectiveness, boosting cross-functional collaboration, or accelerating leadership readiness. The more aligned your AI coaching solution is with business goals, the clearer the value proposition. 2. Integrate with Existing Tools and Workflows Adoption increases when AI coaching is integrated seamlessly into daily routines. Look for platforms that work within your existing tech stack—such as Slack, Microsoft Teams, or your LMS—so employees can receive insights in the flow of work. 3. Prioritize Personalization A one-size-fits-all approach won’t move the needle. Choose solutions that tailor insights and nudges based on individual personality, communication style, and role. The more relevant the feedback, the higher the engagement. 4. Ensure Data Ethics and Transparency AI tools should be transparent about how they collect and use data. Employees must trust that the coaching they receive is private, secure, and beneficial. Look for vendors with clear data governance policies and a strong track record of responsible AI use.The Future Is Scalable, Equitable Coaching As workforce expectations evolve and the pressure to retain talent intensifies, scalable coaching is no longer optional—it’s essential. AI-powered coaching solutions deliver on the promise of cost-effective, high-impact development that reaches every corner of your organization. At Humantelligence, we believe in empowering every employee with the insights they need to grow. Our AI-powered behavioral science platform helps companies build more agile, self-aware, and collaborative teams—while keeping professional development affordable and measurable.Key TakeawaysTraditional coaching might be effective but it's hard to measure, expensive, and limited in scale. AI coaching reduces the cost per employee while delivering personalized, real-time support. Scalable, data-driven, and integrated into daily workflows, AI coaching can align directly with business goals. Organizations embracing AI coaching see improved engagement, performance, and ROI.Interested in transforming your workplace with scalable, AI-powered coaching? Learn more about our AI coach and discover how to make coaching and employee development more impactful — and accessible — than ever before.

10 Apr, 2025

Using AI in the Workplace to Make Work Feel More Human

The fusion of artificial intelligence (AI) within the fabric of our workplace's daily operations is reshaping not only how we work but how we connect with each other. While technology might seem like a cold mechanism, AI holds the potential to enhance the human touch in the workplace, creating more dynamic, engaging, and personalized experiences for employees. By integrating AI, the complex layers of human interactions and emotional intelligence can be amplified, offering a more human-centric approach to work -- AI that makes work more human. Overview of AI in the Workplace In the digital age, AI serves as a pivotal tool in transforming how organizations operate, particularly in recruitment, communication, and productivity enhancement. Whether it's automating mundane tasks, analyzing employee feedback, or facilitating cross-functional collaboration, AI efficiently addresses some of the workforce's most pressing needs. By utilizing AI's predictive capabilities and real-time analytics, companies can optimize workflows, ensuring that employees are both content and productive in a seamlessly integrated digital environment. The Importance of the Human Touch Human interaction in the workplace is crucial, as it fosters a sense of connection, empathy, and shared purpose. The nuances of human emotions and interpersonal relationships play a significant role in team dynamics and individual performance. AI should not be seen as a replacement for this essential human element. Instead, it can serve as a bridge, enabling deeper insights into team dynamics and facilitating environments where trust, empathy, and effective communication flourish. Ultimately, AI can help nurture a more emotionally intelligent workforce by providing personalized recommendations and insights that enhance the way we understand and respond to each other. AI's Role in Learning and Development Adapting to New Skills and Training Methods The workplace is experiencing a seismic shift with the growing reliance on remote and hybrid work models. This has accelerated the need for new learning and development (L&D) strategies. Traditional training methods, such as one-time workshops or external consultants, no longer meet the dynamic needs of today's workforce. Companies are transitioning to digital platforms that can provide on-demand, flexible learning experiences, which better support the way employees learn today. These platforms allow for the integration of reskilling and upskilling into daily workflows, fostering continuous professional growth. Personalized Learning via AI Personalized learning has emerged as a key component of effective L&D programs. AI-driven platforms can tailor educational content to individual career aspirations and learning styles, empowering employees to take ownership of their development journey. These platforms can provide adaptive learning paths, helping individuals focus on specific skills they need to advance in their roles. This approach not only enhances engagement but also aligns with today’s workforce that desires personal and professional growth opportunities. The Impact on Employee Retention A well-crafted L&D program significantly impacts employee retention. Research shows that employees are far more likely to stay with a company if they see clear paths for advancement and skill development. Companies that offer comprehensive training have witnessed higher income per employee and greater overall performance. Therefore, investing in personalized, AI-enhanced learning solutions can be a strategic advantage in retaining top talent and reducing turnover costs. Enhancing Communication and Collaboration with AI Bridging Gaps in Remote and Hybrid Work Setups The advent of remote work has posed challenges for maintaining effective communication and collaboration within teams. AI has the potential to bridge these gaps by facilitating seamless communication across different locations and times. AI-driven tools can manage virtual team interactions, ensuring that communication remains consistent and effective. They provide insights into team dynamics, enabling smoother transitions and interactions among distributed team members. Utilizing AI to Improve Emotional Intelligence AI technology can assist in enhancing emotional intelligence within teams by analyzing communication patterns and providing feedback. These insights help employees tailor their interactions to better suit their colleagues’ emotional and motivational preferences, fostering understanding and empathy. This capability is particularly beneficial in remote settings, where misunderstandings can easily occur due to the lack of non-verbal cues. Tools for Real-Time Communication Insights Modern AI-powered tools can deliver real-time insights during meetings and collaborative sessions. These tools analyze discussions, suggest relevant documents, and provide conversational prompts, thus improving the quality and outcome of communications. Additionally, AI can offer real-time translation services in global teams, ensuring language barriers do not impede collaboration. By integrating these tools into daily workflows, organizations enhance productivity and enable more meaningful interactions among team members. By leveraging AI in these areas, organizations can create a more human-centered work environment, fostering growth, better communication, and deeper connections among employees. This not only improves individual performance but also propels companies towards achieving higher overall objectives. Creating a Feedback-Driven Culture Fostering an environment where employees feel heard and valued has become more pertinent than ever. Modern workplaces demand an adaptive feedback culture that progresses beyond traditional annual performance reviews. AI’s Role in Continuous Feedback Mechanisms Artificial intelligence introduces a transformative approach to feedback in the workplace. By leveraging AI-driven platforms, organizations can seamlessly integrate feedback into daily workflows. AI tools can facilitate continuous feedback loops through employee engagement suites that incorporate psychometrics to enhance understanding. These platforms can provide insights into employees' work behaviors, motivators, and energizers, allowing managers to tailor feedback more effectively. Automated feedback reminders and real-time coaching tips can also encourage a culture of continuous improvement. This not only aids in addressing issues promptly but also in reinforcing positive behaviors, ultimately leading to enhanced employee satisfaction and retention. Building a Supportive and Inclusive Workplace AI also plays a crucial role in nurturing a supportive work environment by providing data-driven insights into team dynamics. AI tools can identify trends and patterns in employee behavior and sentiment, offering insights into workplace inclusivity and team cohesion. These insights empower HR professionals to make informed decisions on diversity and inclusion initiatives, ensuring that every team member feels valued and included. By promoting open communication and understanding, AI can help to dismantle existing barriers, fostering a more cohesive and inclusive work environment. Benefits of AI in Team Dynamics Harnessing AI’s potential in team settings can vastly improve how teams interact, collaborate, and perform in the workplace. Improving Team Collaboration with AI Insights Artificial intelligence can significantly enhance collaboration by analyzing communication patterns and providing insights into areas of improvement. AI tools assist teams by highlighting collaboration bottlenecks and facilitating more effective communication strategies. For instance, AI can recommend optimal communication practices tailored to individual team members based on their preferred communication styles. By understanding these nuances, teams can reduce miscommunication and enhance collective problem-solving capabilities. Enhancing Team Performance Metrics AI offers dynamic analytics capabilities that track and predict team performance metrics. These tools enable managers to pinpoint specific areas that require development and provide real-time feedback to align efforts with organizational goals. By utilizing predictive analytics, AI can forecast potential team challenges and suggest proactive measures, thus maintaining consistent team performance. Furthermore, AI's ability to personalize learning paths ensures that team members acquire the skills necessary to overcome challenges and contribute more meaningfully to team objectives. Overall, the integration of AI in the workplace is not about replacing human interaction but enhancing it. By promoting continuous feedback, supporting inclusive environments, and optimizing team dynamics, AI enriches the human touch at work, creating a more connected and humanized workforce. Final Thoughts Embracing AI tools in the workplace represents more than just technological advancement; it signifies a bridge to a more human-centric work environment. By enhancing emotional intelligence and offering personalized learning experiences, AI contributes significantly to fostering a culture of inclusion and connection. It's crucial for organizations to leverage AI not only as a tool for efficiency but as a means to enhance the human touch and impart genuine connection in daily interactions. This dual focus ensures that as we scale operations, we also nurture the vital human elements that drive engagement and productivity, ultimately creating workplaces where people feel valued, understood, and integral to their team's success.

07 Feb, 2025

Mastering Collaboration: Your Guide for Working Effectively with Gen Z

In today's workforce, collaboration -- specifically collaborating with Gen Z -- is key to achieving success. And as organizations become more diverse, it is essential to understand and effectively work with team members from different generations. In particular, Generation Z (Gen Z), which refers to individuals born between 1997 and 2012, has unique characteristics and work styles that require HR professionals and team leaders to adapt their strategies. From embracing AI tools to providing training tailored to Gen Z, this article will help you navigate the challenges of working with Gen Z team members and foster intergenerational dynamics for a more collaborative and productive workplace. Understanding the Gen Z mindset Understanding the Gen Z mindset in the workplace is crucial when it comes to collaborating with Gen Z. As digital natives, Gen Z individuals have grown up surrounded by technology, which has had a profound impact on their thoughts and behaviors. This generation values instant gratification, diversity, and individuality. They are known for their entrepreneurial spirit and desire for meaningful work. Understanding these characteristics will enable HR professionals and team leaders to tailor their approach and create a collaborative environment that resonates with Gen Z team members. One way to understand the Gen Z mindset is by recognizing their desire for continuous learning and growth. This generation thrives on new challenges and opportunities to acquire new skills. By providing ongoing training and development programs, organizations can harness the full potential of Gen Z team members. Moreover, acknowledging their preference for a diverse workplace will foster an inclusive and collaborative environment. In the next section, we will delve deeper into strategies for effectively communicating with Gen Z team members and how to leverage their digital skills to drive collaboration. Stay tuned for an in-depth exploration of the Gen Z mindset and practical tips for working collaboratively with this generation. How to create a collaborative work environment Creating a collaborative work environment is essential for effectively working with Gen Z team members. This generation thrives in environments that promote teamwork, communication, and collaboration. Here are some strategies to foster collaboration: 1. Encourage open communication: Gen Z team members appreciate transparency and value open communication. Create an environment where they feel comfortable sharing their ideas, opinions, and concerns. Regularly schedule team meetings, brainstorming sessions, and one-on-one check-ins to facilitate open dialogue. 2. Embrace flexible work arrangements: Gen Z individuals value work-life balance and appreciate flexibility. Consider implementing flexible work arrangements, such as remote work options or flexible working hours. This will help them feel empowered and motivated to contribute their best work. 3. Utilize technology tools: Gen Z team members are tech-savvy and comfortable with various digital tools. Leverage technology platforms and collaborative software to streamline communication, project management, and document sharing. This will enhance productivity and efficiency. 4. Foster a supportive culture: Create a culture of support and empowerment, in which team members feel valued and encouraged to contribute their unique perspectives. Recognize and reward their achievements, and provide constructive feedback to help them grow professionally. By leading with these strategies, you can create a collaborative work environment that engages and motivates Gen Z team members, leading to increased productivity and better outcomes for your organization. Leveraging technology for collaborating with Gen Z Leveraging technology is paramount for effective collaboration with Gen Z team members. This generation is highly skilled in utilizing digital tools and expects to have access to the latest technology in the workplace. By incorporating technology into your collaboration efforts, you can enhance communication, streamline project management, and foster a sense of connectedness among team members. For example, it is wise to invest in a psychometric-based tool that helps teams better understand each other so they can collaborate and connect more meaningfully in meetings, on Slack, or via email. Utilizing technology doesn’t only bridge the generation gap but also makes the younger generation feel valued and needed in the workplace. Investing in collaboration platforms and applications will also enable real-time communication and document sharing, eliminating the need for back-and-forth emails and increasing efficiency. Gen Zers are accustomed to instant messaging and video conferencing, so consider implementing tools like Slack or Microsoft Teams for seamless communication. Fortunately, it’s also easy to leverage AI tools to kick your training and internal communication up a notch. Say you have a new Gen Z hire that needs to email the head of sales, John, every week with reported leads. The problem is, they hardly know John, and have no idea how John likes to consume information. With an AI tool that utilizes your company's previously recorded psychometric data, the new hire can use pre-supplemented suggestions to ensure their emails are comprehensive and useful for John, despite having never interacted with him before. This AI-fueled approach to “on-the-fly” training can extend beyond emails to all communications, ultimately helping Gen Z employees learn new skills and making their contributions to the business more impactful. Additionally, project management tools such as Trello or Asana can help keep everyone on track, assign tasks, and monitor progress. By utilizing technology in these ways, you can create a collaborative work environment that aligns with the preferences and expectations of Gen Z, ultimately leading to improved teamwork and successful outcomes. Communication strategies with Gen Z team members Effective communication is essential for successful collaboration with Gen Z team members. This generation has grown up with instant messaging and social media, and they prefer quick and concise communication methods. Here are some strategies to enhance collaboration through communication: First, establish clear expectations regarding communication channels. Discuss with your Gen Z team members which platforms they prefer for specific types of communication, such as formal emails for official updates and instant messaging for quick questions or updates. Second, encourage open and transparent communication. Gen Z team members value authenticity and appreciate when their opinions and ideas are heard. Create a safe and inclusive space where they can freely express themselves. Lastly, don’t underestimate the power of visuals and multimedia in your communication. This is, after all, the video generation! Gen Z team members respond well to visual content, so consider incorporating infographics, videos, and images to convey information in a more engaging way. By implementing these communication strategies, you can foster a collaborative environment where Gen Z team members feel valued and can contribute their best work. Nurturing a culture of inclusivity and diversity Nurturing a culture of inclusivity and diversity is crucial when working effectively with Gen Z team members. This generation values equality and appreciates a diverse and inclusive work environment. Here are some ways to promote inclusivity and diversity within your team: First, educate yourself and your team on the importance of inclusivity and diversity. Understand the different backgrounds, perspectives, and experiences that each team member brings to the table. Encourage open dialogue and discussions about diversity-related topics. Second, establish inclusive policies and practices. Consider implementing initiatives such as unconscious bias training, diverse recruitment strategies, and equal representation in decision-making processes. Celebrate and recognize the contributions of every team member. Encourage a culture of appreciation and respect for diversity by giving credit where it is due and acknowledging the unique skills and perspectives that Gen Z team members bring. By creating an inclusive and diverse work environment, you can foster collaboration with and innovation among Gen Z team members, leading to better overall team performance. Recognizing and appreciating Gen Z contributions Gen Z team members are incredibly talented and innovative individuals who bring fresh perspectives and ideas to the table. Recognizing and appreciating their contributions is essential for fostering collaboration and maintaining a positive work environment. Here are some ways to ensure that Gen Z team members feel valued and appreciated: Firstly, provide regular feedback and recognition. Gen Z employees thrive on feedback and appreciation for their work. Take the time to acknowledge their achievements and skills, whether it's through a simple thank you note or a public commendation in team meetings. By doing so, you are not only boosting their morale but also motivating them to continue delivering exceptional results. Next, provide opportunities for growth and development. Gen Z employees are keen on continuous learning and professional development. Offer them opportunities to attend workshops, conferences, or training programs. This investment in their growth will show that you value their career advancement and are committed to their long-term success. Lastly, involve Gen Z team members in decision-making processes. Their fresh perspectives can offer valuable insights and innovative solutions. Encourage them to participate in brainstorming sessions or include them in projects that require creative thinking and problem-solving. By doing so, you are empowering them to contribute to the team's success and instilling a sense of ownership in their work. Acknowledging Gen Z team members for their contributions is crucial for creating a collaborative and productive work environment. By offering feedback, providing growth opportunities, and involving them in decision-making, you are not only fostering their professional development but also maximizing their potential to drive innovation within the team. Overcoming challenges working with Gen Z While Gen Z team members bring immense talent and a fresh perspective to the table, it's important to acknowledge that there may be some challenges in working with them – just like any generation that’s entered the workforce. Understanding and addressing these challenges can significantly enhance collaboration and teamwork. One common challenge is the need for constant feedback and validation. In fact, new studies show that at least a couple of times a week, more than half of Gen Z, 54%, want praise from bosses for their efforts at work, according to data by Australian research firm McCrindle. Almost three in five Gen Zers seek constructive feedback about how they can improve in their role at least a couple of times per week. Gen Z is also accustomed to receiving instant gratification and may expect constant praise for their work. As a leader, it's crucial to set clear expectations and provide constructive feedback regularly while balancing praise to maintain motivation. Another challenge lies in effectively managing their technological reliance. Gen Z employees are highly tech-savvy and prefer digital communication channels. It's important to establish clear boundaries and guidelines for communication to ensure effective collaboration while also providing opportunities for face-to-face interactions to foster stronger relationships within the team. Additionally, Gen Z employees value work-life balance and prioritize flexibility. To ensure their productivity and satisfaction, consider offering flexible work hours or remote work options whenever possible. By addressing these areas, leaders can create a collaborative environment that maximizes the potential of Gen Z team members while maintaining productivity and teamwork. The benefits of effectively collaborating with Gen Z In the end, collaborating effectively with Gen Z team members can bring numerous benefits to an organization. Harnessing their unique skills and perspectives can lead to innovative solutions and fresh ideas. Gen Z employees are often tech-savvy and can offer valuable insights into utilizing digital tools and platforms to streamline processes and enhance productivity. By encouraging collaboration, leaders can tap into the creativity and resourcefulness of Gen Z team members, leading to increased efficiency and problem-solving capabilities. Furthermore, effective collaboration with Gen Z team members fosters a positive and inclusive work culture. By embracing their need for constant feedback and validation, leaders can build a supportive environment where individuals feel heard and valued. This, in turn, boosts morale, motivation, and engagement among Gen Z employees, resulting in higher job satisfaction and decreased turnover rates. Embracing collaborating with Gen Z for organizational success Collaboration is an essential component for organizational success in today's fast-paced and evolving business landscape. This is especially true when it comes to working effectively with Gen Z team members. In this article, we have explored the numerous benefits that come from collaborating with Gen Zers in the workplace, along with different tactics that can empower you to build successful partnerships with this talented generation. From their tech-savviness and ability to offer valuable insights into digital tools and platforms, to their creativity and resourcefulness, Gen Z team members bring a fresh perspective that can enhance productivity and problem-solving capabilities. By embracing their need for constant feedback and validation, leaders can create a positive and inclusive work culture that fosters high morale, motivation, and engagement. We have also discussed the challenges that may arise when collaborating with Gen Z employees. However, armed with the actionable strategies and techniques, you will be well-equipped to overcome these challenges and unlock the full potential of collaboration with Gen Z team members. If you’re looking for ways to tailor your onboarding, training, and collaboration strategies for Gen Z, we can help.

23 Apr, 2024

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15 Expert Tips to Improve Collaboration at Work

23 Jul, 2025
Collaboration

Many businesses are supported by distributed teams spread across different states or even around the world. According to a study conducted by the Institute for Corporate Productivity and Rob Cross, the Edward A. Madden Professor of Global Business at Babson College, high-performance organizations are up to 5.5x more likely than lower-performers to incentivize individual, team, and leader effectiveness in collaboration. The study of more than 1,100 companies—two-thirds of which include collaboration as a stated organizational value—found that the difference between productive and unproductive collaboration can be summed up in one word: purpose. It’s the purposeful pursuit of collaboration that is the primary reason high-performance organizations, such as Patagonia, one of four companies highlighted in the study, can leverage collaboration to achieve desired business outcomes. Effective collaboration results from an effective company culture that is supported by management and embraces the entire organization. Simply think about the best team of which you’ve ever been a part. What made that team work? Was it the project? The people? The interpersonal dynamics? Did you enjoy being part of it? Did it bring out the best in you? Now think about the worst team you’ve ever been on. What made those experiences different? In this post, we’ve combed article after article in order to compile 15 of the most effective tips to help you improve collaboration at work. Be Strategic About Meetings to Improve Collaboration at WorkPrepare formal meeting agendas & keep communication styles in mind. If you’re leading a meeting or part of the team that called the meeting, keep in mind that some attendees might have a more reflective communication style, so if you want your meeting to be valuable and productive, proactively reach out to those team members ahead of the meeting to share specific topics in which you'd like them to contribute. Defining a clear agenda for each meeting and considering the role of each person who is attending will help everyone involved understand how they can participate and what individual expectations entail. Not sure how to determine communication style? No worries, there are tools for that. Always use ice-breaker questions. Never just jump into meeting business. It comes across as too cold and transactional, which makes it more difficult to develop report, connection, and trust as a meeting team. Instead of starting with the formal agenda topics, try these ice-breaker options from Atlassian, designed to build authentic connection. One of the best ways to improve collaboration and work and instill a stronger sense of teamwork is to give employees plenty of opportunities to learn more about each other. Don’t forget about the kickoff meeting. Whenever a new team is established to work on a shared goal, it’s a good idea to hold a formal kick-off event. This not only gives team members a chance to ask questions and learn about the project, but also helps create a shared sense of ownership. While these meetings don’t need to be complicated or even lengthy, depending on the complexity of the project, it’s always a good idea to solicit feedback about the agenda from team members. At minimum, reviewing the scope of the project, the shared objective, and key roles and needs of the project should be enough.Observe and Model Best Practices for Building an Environment to Support CollaborationCollaborate on the issue of collaboration. If the company culture dictates strong teams, take a look at the organization and see who else is doing it well. Talk to other managers about team dynamics, how they get people to collaborate and the behaviors they encourage. And make sure that you return the favor, sharing your own best practices and lessons learned. Don’t forget to look outside your company as well, talking with colleagues and mentors. You’d be surprised at how similar situations seem to come up across industries. Create accountability around team performance, not just individual performance. This helps draw out the lone ranger team member and forces the team to work collaboratively toward common goals. If one person isn’t participating as a team member, the others won’t carry that person and a shift will start to take place. If there is one particular cynic, take that person aside and discover why there is conflict, too much independent work, or general derailing of teamwork. Depending on personality, you can either be very direct here or ask a series of “why” questions to get to the bottom of the situation. Prioritize the employee experience. Seeing things from employees’ perspectives can help you learn a lot about work culture and some of the communication challenges that your company may be facing. Dedicating some time to explore employee experience and finding ways to improve both digital and physical work environments can go a long way towards making employees feel more satisfied and comfortable at work. Get digital. Especially for remote or hybrid teams, it can be difficult for employees to follow and understand what their coworkers are doing. This makes it difficult for workers to forge bonds and improve the way they communicate with each other. Using a shared digital platform that fosters teamwork can help improve visibility, create connection, foster belonging, and support more effective communication. Create tech-driven collaboration spaces. Internet speeds and improvements in technology have made audio and video conferencing remarkably convenient these days. To foster more meaningful communication among employees, consider adding personalized communication insights to your meeting tools so everyone knows how best to communicate with one another. Making meetings more valuable for everyone involved goes a long way toward developing a strong collaborative work culture. Check in consistently. Have a formal check-in periodically, once a month or at minimum once per quarter, to make sure relationships are developing and collaboration is growing. Especially important if you’re repairing a team, check in to make sure things are on track and to gain a better understanding of what’s working, what isn’t, and what needs to be adjusted. If you start the teamwork ball rolling but then neglect the process, any progress you’ve made will quickly evaporate. Promote learning and development. Many employees desire career advancement for the chance to apply their skills to new projects and learning opportunities, all of which contributes to effective and collaborative relationship building within the company. In fact, companies that encourage mindful risk-taking and learning from mistakes often realize greater innovation and workplace effectiveness. According to the Monster Job Index:80% of professionals don’t think their current employer provides growth opportunities. 54% of employees fear they don’t have the skills they need to thrive in a workforce that emphasizes collaboration using technology. 49% of employees expect their employer to support career growth.Equip every employee with a personal AI coach. The HT Coach, for example, uses assessment insights and AI to help team members work better together. With the HT Coach feature, all you have to do is ask a question (or use the pre-loaded questions) about your colleague, and like magic, you have a response that will help you communicate more effectively with your teammate. Imagine the day-to-day leadership training you could instill while encouraging better connection and collaboration among employees! How Leaders Can Improve Collaboration at WorkSet clear goals. Employees are more likely to collaborate with each other when they clearly understand their individual roles and the team goals that everyone is working toward. Well-defined goals give the entire team a sense of shared purpose and can help foster innovation and problem-solving. One clear sign of an effective team is one that can self-assess and identify issues that lead to meaningful improvements over time. Provide team incentives. “The lack of incentives and rewards is the most common and powerful barrier to effective collaboration. Yet, most talent management systems are designed to reward individual achievement, not team accomplishments,” says Kevin Martin, Chief Research Officer, i4cp. “Finding ways to recognize and reward individuals, leaders, and teams who engage in productive collaborative behaviors can pay off in a big way.” Communicate expectations for collaboration. It’s easy to be a cheerleader for collaboration, but without clear direction, it can be challenging for employees to understand what to do. From the start, set your expectation for collaboration as a minimum standard. Even better, it should be part of your onboarding process so that potential recruits know you prioritize teamwork. Employees' job descriptions should include details about their own individual roles, as well as roles they're expected to carry out collaboratively. By differentiating these, you're setting clear boundaries between what they should be taking personal responsibility for, and what they need to work on collectively. Define the company culture. If a company culture is well-designed and supported, it should truly represent the behaviors and actions of employees throughout the organization. Create a slide deck and supporting materials that define the mission, vision, and core values of the company. These points should act as a guiding resource for employees and can be especially powerful when managing communications and challenges. Celebrate wins often. Especially when dealing with long-term or complex projects, it’s not always easy for employees to appreciate the achievements they are making along the way. Teams can benefit from taking time to celebrate wins and milestones together in a formal or informal setting. These celebrations can be small, as any chance to recognize and appreciate effective team collaboration is valuable.On a final note, don’t underestimate the benefits of informal collaboration. You can certainly accomplish a lot in meetings and formally organized work activities, but most of the real work gets done between employees themselves. Whatever you can do to Make it easy for your team members to get together or communicate more effectively not only helps improve collaboration, but also will allow many of them to forge long-term or even lifelong relationships. If teams are important for your organization, you need to do what you can to facilitate their effectiveness. Make sure open communication exists. Create opportunities for all voices to be heard. Connect with the shared values that unite the team. Effective collaboration is one of the biggest drivers of success in modern organizations. Following these expert tips will help you implement the right processes and technologies to enhance collaboration and incentivize effective collaboration among individuals, teams, and leaders.

How to Transform Meeting Chaos into Collaboration Clarity

15 Apr, 2025
Collaboration

The Economics of AI Coaching: Cost-Effective Strategies for Scalable Professional Development

10 Apr, 2025
AI

The Hidden Gaps In Today's Corporate Coaching Model—and How to Fix Them

03 Apr, 2025
Talent development

Corporate coaching, professional coaching, executive coaching -- whatever you'd like to call it -- coaching in the workplace has long been a cornerstone of leadership development, helping individuals overcome challenges, gain self-awareness, and accelerate their professional growth. The U.S. business coaching market is worth $14.2 billion, growing at 2.6% annually with around 65% of professional coaches focused on business and leadership coaching. Coaching's popularity underscores its perceived value. However, the current approach to coaching in the workplace often falls short as a one-size-fits-all solution—not just for managers and people leaders but for employees at every level of an organization. The gaps in traditional coaching models highlight the need for more personalized, scalable, and actionable solutions that align with the future of work. Gap 1: The Philosophical Limitations of Coaching Coaching’s foundational philosophy emphasizes reflective questioning and creating space for individuals to uncover their own wisdom. While this approach can spark meaningful insights for some, employees under pressure often need quick, specific advice that coaching’s non-directive methodology cannot provide in real time. For example, when faced with urgent decisions or interpersonal conflicts, employees may struggle to translate reflective insights into immediate solutions. Moreover, coaches typically rely on secondhand accounts of workplace dynamics provided by their clients. This reliance limits the coach’s ability to offer actionable guidance rooted in the broader context of team interactions, organizational goals, and cultural nuances—a gap that affects employees across all roles. Gap 2: The Disconnect Between Coaching & Organizational Context One of the key benefits of coaching is its ability to foster trust and deeper self-awareness through one-on-one relationships. However, its effectiveness is inherently constrained by the coach's limited understanding of the employee’s day-to-day environment. Coaches often lack firsthand knowledge of organizational policies, processes, and culture, which can lead to generic advice that fails to address unique challenges faced by employees. According to Gartner, incorporating corporate context into development opportunities can boost performance by 35%, yet this critical element is often missing from traditional coaching relationships. Gartner recommends that organizations integrate their culture into everyday behaviors and processes, including coaching to transform values into tangible practices. Companies that successfully integrate culture into their operations report a 63% increase in employee engagement, along with substantial boosts in employee performance and retention. Gap 3: Outdated Insights and Limited Scalability Even the most experienced coaches may struggle to stay current with evolving research and best practices in organizational psychology. Employees today face increasingly complex challenges—from navigating hybrid work environments to managing mental health concerns—and require guidance informed by real-time evidence-based insights. Traditional coaching methods often fall short in addressing these rapidly changing needs. Additionally, the fixed-schedule nature of coaching sessions creates a disconnect between when problems arise and when employees can access support. This delay forces individuals to navigate critical situations without immediate guidance, potentially leading to suboptimal decisions that impact team performance and business outcomes. Scalability presents another challenge: premium costs and time constraints make it difficult for organizations to provide coaching access to all employees who could benefit from it. As a result, only a select few receive support, limiting the overall impact on organizational growth and employee satisfaction. Gap 4: Generic Guidance from AI Coaching Tools To address scalability issues, some organizations have turned to AI-powered coaching solutions. While these tools aim to mimic human coaches by asking reflective questions or providing basic guidance, they often fall short due to their mechanical and impersonal nature. Employees may find these interactions frustrating because they lack the nuanced understanding and adaptability that human coaches bring. A New Approach: Psychometrics + AI Humantelligence offers a transformative solution designed for all employees—including executive leadership, managers, and individual contributors—by leveraging AI-powered technology that provides personalized, timely, and practical support at scale. Unlike traditional coaching methods or generic AI chatbots, Humantelligence integrates behavioral science (psychometrics) with real-time data insights to deliver actionable recommendations tailored to each individual’s unique preferences, abilities, work styles, motivators, and goals. With this modern approach to coaching and development:Employees have instant access within the tools they're already using to the feedback and guidance needed to navigate workplace challenges and stop conflicts before they even start. Teams benefit from enhanced collaboration tools that align with organizational culture. Leaders at all levels can make informed decisions based on unbiased data about team dynamics.This innovative approach bridges the gaps left by traditional coaching by providing solutions that are scalable across entire organizations while maintaining personalization and relevance. Key benefits include:Improved leadership & team effectiveness Less consultants and workshops (save $$) More effective onboarding, important for retention Less turnover and disengagementWhat's more, because this virtual AI coach is accessible to ALL employees, not just the high potential, companies can experience more than 3x the return on investment across the entire enterprise. Empowering Employees for Success As businesses continue to evolve in response to new challenges, it is clear that the traditional approach to professional coaching alone cannot meet the diverse needs of today’s workforce. Employees require development tools that offer real-time support grounded in organizational context while fostering personal growth and team performance. Humantelligence’s AI-powered platform empowers every employee to thrive in dynamic environments by delivering insights that drive better outcomes for individuals and organizations alike. Ready to start bridging the gaps? Explore how Humantelligence can transform your approach to employee development today!

When AI Meets Management: A More Efficient Way to Coach Your Managers

20 Mar, 2025
AI

With organizations streamlining operations and reducing managerial layers, the demand for effective manager development solutions has never been more critical. What’s more, a December 2022 Gartner survey of more than 6,000 individual contributors and managers revealed that managers are twice as likely to report an increase in responsibilities versus individual contributors, compared to before the pandemic. For example, 35% of managers say they have more direct reports and 49% report that the complexity of their responsibilities has increased. Enter generative AI for managers, a transformative technology poised to revolutionize how we develop and support managers. By leveraging AI, organizations can provide personalized, real-time guidance tailored to specific workplace challenges, enhancing managerial effectiveness and driving organizational success. While many managers are turning to generic AI chatbots for quick answers, these tools lack the specialized capabilities needed for effective coaching and development. The real potential lies in artificial intelligence that's specifically engineered for management challenges. This technology is built with company context, backed by the latest academic research on workplace behavior and effectiveness, and designed to provide secure, personalized guidance that aligns with your organization's needs. Why Advanced Manager Development is Crucial Effective leadership directly impacts employee engagement, productivity, and overall business success. Recent trends show companies are reducing managerial positions, with some cutting up to 10% of their manager headcount, driven by cost-cutting and efficiency efforts, as seen in examples like Google's cuts. This downsizing often results in increased responsibilities for the remaining managers, necessitating robust support systems to ensure they can lead effectively. Far too often, as organizations streamline operations and managers are required to take on increasingly complex roles, they aren’t met with the right tools and support to navigate those challenges, make informed decisions, or lead their teams with confidence. Without proper development, managers may struggle with communication, conflict resolution, and strategic thinking—leading to disengaged employees, high turnover, and inefficiencies. Still, traditional development approaches, such as workshops and seminars, often fall short due to their generic nature, lack of immediacy, and high costs. Managers require coaching solutions that are not only personalized but also readily accessible within their day-to-day workflows—providing personalized guidance that can help them refine their leadership style, strengthen team dynamics, and drive better outcomes. The Limitations of Generic AI Solutions Generic AI solutions may provide surface-level information but fail to account for the unique contexts, challenges, and working styles managers encounter within their specific organizations. This gap underscores the need for AI systems specifically engineered for management challenges, integrating company context and aligning with organizational goals. Personalization: Moving Beyond One-Size-Fits-All Effective AI for managers must transcend generic advice by incorporating data about individual managers' capabilities, personality traits, and team dynamics. By understanding these nuances, AI can offer truly personalized guidance that addresses managers' most pressing challenges. For instance, integrating insights about individual team members and their tendencies allows AI to provide advice tailored to the manager's unique situation and leadership style. This level of personalization ensures that the guidance is relevant and immediately applicable. Just-In-Time Support: Integrating into the Managerial Workflow Unlike traditional development approaches that require scheduling time away from work, AI can provide instant, relevant, always-on support either at the moment managers face challenges – or better yet, before that challenge becomes a full-fledged problem. This just-in-time assistance aligns with research indicating that managers often have too much to do and not enough time to get it done. A McKinsey survey found that nearly half of respondents devote less than a quarter of their time to talent and people management because they simply don’t have time to spend on it, while another 35 percent said they don’t have the resources required, suggesting that their organizations don’t have a structure in place that encourages them to prioritize people. By integrating seamlessly into their workflow, AI for manager development offers guidance precisely when it's needed, throughout the workday, enhancing decision-making and problem-solving efficiency. Bridging Theory and Practice: Actionable Insights The most effective AI solutions bridge the gap between management theory and practical application. By combining the latest management science research and frameworks with specific workplace contexts, AI can provide actionable solutions to immediate challenges. This means managers receive relevant, implementable advice for real situations—not just generic, theoretical frameworks they need to translate into action. Such practical guidance empowers managers to apply best practices directly to their unique scenarios, enhancing their effectiveness. Incorporating Team Context: Tailored Recommendations Incorporating the overall context or dynamic of a team into development can have a significant impact on manager performance, providing a real-world foundation for recommendations. Purpose-built AI should take team dynamics or culture into account as part of its guidance. This ensures all coaching is immediately applicable within the specific environment. By tailoring recommendations to the team's context, AI enhances the relevance and effectiveness of the guidance provided. Staying Current: Integrating Expert Research Well-designed AI for managers should incorporate the latest organizational psychology research and evidence-based management practices. This means synthesizing insights from industrial-organizational psychologists and leadership experts to ensure advice reflects current best practices. By staying abreast of emerging challenges, such as supporting employee mental health and managing hybrid teams, AI ensures that managers are equipped with up-to-date strategies to navigate the ever-changing workplace. Ensuring Security: Protecting Organizational Data Any AI solution for manager development must prioritize corporate security. This entails implementing robust encryption, access controls, and data handling protocols. Unlike public AI tools that risk exposing sensitive information, purpose-built solutions should keep organizational data secure and private. By safeguarding data, organizations can confidently leverage AI for manager development without compromising confidentiality or integrity. Scalability: Consistent Support Across the Organization One of AI's greatest strengths is its ability to provide consistent, high-quality support across the entire organization. When built with the right foundations, AI can deliver personalized, contextual guidance to every team manager while maintaining alignment with company goals and values. This scalability becomes crucial when you consider the ripple benefits of manager effectiveness. Employees under effective managers are 15.4 times more likely to be high performers and 3.2 times more likely to stay with your organization. By offering uniform support, AI ensures that all managers have the tools they need to succeed, leading to enhanced employee retention and performance as well as overall organizational effectiveness. Final Thoughts: The Future of Manager Development Lies in AI The modern workplace demands more from managers than ever before, and traditional development methods are struggling to keep pace. Organizations that embrace purpose-built AI solutions for manager development will not only equip their leaders with the tools they need but will also cultivate a culture of agility, adaptability, and high performance. AI is not just an enhancement—it's a fundamental shift in how we support, develop, and empower managers at scale. Companies that integrate AI-driven manager development today will gain a competitive edge in leadership effectiveness, employee engagement, and overall business success. The future of leadership development is here—are you ready to harness its potential? For more best practices, check out our article, 4 Ways to Effectively Manage Different Work Styles.

The Keys to Unlocking Employee Motivation & Productivity

04 Mar, 2025
Collaboration , Data

Joy is on the rise! In December 2024, 88% of US workers were very or extremely satisfied with their jobs, according to a study by Pew Research, with a majority showing no signs of looking for new work. Still, over half of employees report at least moderate levels of burnout, which leads us to the question: how can you spark the joy and help get team members back to a place of contentment? The answer just may lie in motivation and the idea that your company could be doing more to support its people. So, how can you instill that ‘let’s go’ attitude? Let’s take a closer look at the ins and outs of employee motivation. What is employee motivation? Employee motivation is the level of drive workers invest in their tasks and responsibilities. It’s a measure of how focused and ambitious they are when they’re on the clock. It sounds a lot like employee engagement, but employee motivation and engagement differ. Motivation is just one component of engagement, which is the level of enthusiasm and connection employees have with their organization. You can break employee engagement down into five factors:Pride Recommendation Present commitment Future commitment MotivationMotivation plays an important role in engagement, but the terms aren’t interchangeable. To keep it simple, think of it like this:Motivation describes employee drive Engagement describes employee interest, commitment, and enthusiasmHow to motivate employees: 5 strategies to boost employee motivation Higher employee motivation is tied to better job satisfaction, performance, and even retention. So, understandably, leaders want to know: How do you motivate employees and reap those benefits? Here are five employee motivation strategies to fuel their sense of drive and ambition. 1. Build your baseline It’s easier to improve employee motivation if you know where you’re starting. Collecting employee feedback can help you understand how motivated they’re currently feeling in their roles, as well as what they need to feel even more motivated at work. You could do a separate survey focused specifically on employee motivation or look at the questions in your employee engagement survey that pertain specifically to their level of drive. Gathering employee feedback is also an opportunity to assess how they feel about other important aspects of your workplace – compensation, benefits, and leadership. All of those impact their level of motivation as well. 2. Connect employees to a bigger purpose Plenty of research shows that employees are increasingly looking for a sense of purpose at work. And when an impressive 70% of employees say their own sense of purpose is defined by what they do for a living, organizations need to be up to the task of helping employees find that sense of fulfillment and meaning. The good news is that this isn’t just a feel-good activity for employees – it benefits employers too, as studies show that meaningful work boosts both motivation and performance. One of the best ways to foster this sense of meaning and purpose is to show employees why their work matters. They may not have the same level of visibility as leaders, so managers will need to connect those dots for them:How does their individual work contribute to team or organization-wide goals? Why are those goals important to the organization? Why are those goals important for the broader industry or community?By tracing work upwards in this way, employees get a much better sense of where and how they fit in – which makes their work feel more valuable and, as a result, more motivating. 3. Build social support Social relatedness – the term for feeling connected to other people – is proven to increase motivation at work. But unfortunately, that feeling of belonging is harder to come by these days, particularly with many teams still working remotely or in a hybrid format. In fact, two-thirds of workers admit that they feel disconnected from their colleagues. Providing regular opportunities for team members to forge bonds with each other might sound like it would detract from motivation, but the opposite is true – it adds to it. Whether you do something small like dedicate the first 10 minutes of your weekly team meeting to personal small talk or something big like scheduling a team-wide offsite, strengthening these relationships can work wonders for motivation. Research shows that simply feeling like part of a team increases motivation for challenging tasks. In addition to these tactics, you can invest in tools that are designed to infuse inclusion and belonging into team’s daily workflows. These tools work to build a foundation of understanding between team members that ultimately make people feel seen, heard and valued. 4. Offer praise and recognition When we receive praise or a compliment, our brains release dopamine. While it’s often thought of as a feel-good brain chemical, it’s actually closely tied to motivation. The gist is that your brain really likes dopamine, and it gives you a major nudge to pursue more of that reward. Even that quick brain science lesson should be enough to show you that a little bit of employee recognition can go a long way in increasing motivation – and engagement too. According to research from Gallup, employees who receive great recognition are 20 times as likely to be engaged as employees who receive poor recognition. Recognition doesn’t need to be complex. A simple shoutout in a meeting or a handwritten note to recognize a job well done can help people feel more seen and valued. Just be careful about keeping things even, because employees will notice if you play favorites. Only 26% of employees strongly agree that they receive similar recognition as other team members with similar performance levels. And while a hearty “Nice work!” from a direct supervisor carries a lot of weight, be sure to encourage frequent peer-to-peer recognition too. Research shows that this type of praise increases engagement, performance, and motivation. 5. Encourage advancement opportunities When employees see a clear path forward, they’re more likely to actually want to take those steps. That’s why career development positively influences employee performance and motivation – employees are driven to move toward future achievements and milestones. Career growth opportunities fuel both types of motivation: intrinsic and extrinsic. Intrinsic motivation refers to doing something because of the inherent satisfaction you get, while extrinsic means doing something in pursuit of external rewards. Both come into play with career advancement. Employees get a sense of accomplishment from learning new skills, tackling new challenges, feeling empowered in their day-to-day work, as well as more tangible rewards like certifications, raises, or promotions. Leaders can capitalize on this by outlining a motivating future for employees, including clear career goals, and then supporting employee development with plenty of resources, progress tracking, and regular check-ins. After all, it’s hard for employees to muster the motivation to move toward a finish line if they don’t know what or where it is or have the tools to do so. Employee motivation doesn’t have to be a mystery The world of work is changing rapidly, and so is what helps employees feel their most focused and motivated. Ultimately, it’s up to leaders and organizations to figure out how to feed that fire.

Using AI in the Workplace to Make Work Feel More Human

07 Feb, 2025
AI

14 Steps to Becoming a Better Manager in 2025

27 Jan, 2025
Collaboration

While it may be easier, to some, to lead a team that occupies the same office, acquiring and strengthening the skills associated with being a good manager for virtual or hybrid teams is more relevant than ever. The Future of Work is evolving, and the number of people who work remotely at least once per week has grown by an astounding 400% since 2010. In Robert Half’s August 2021 survey report of more than 2,800 senior managers, companies in cities most receptive to hybrid work -- including Boston, San Francisco, Philadelphia, Dallas, and Pittsburgh -- have figured out that many employees are productive no matter where they’re sitting. Still, in Lattice's recent 2025 State of People Strategy Report, managers truly recognize the importance of staying connected with their teams. Most managers (78%) have daily or weekly check-ins with direct reports, and of those, 97% say they feel somewhat or very connected to direct reports. Managers who are meeting or exceeding their goals also report feeling very connected to their team. Still, managers in these companies cite the complexities of supporting a distributed workforce long term, and indicate their top challenge as “communicating effectively with team members” quickly followed by helping staff avoid burnout. For them, being a good manager means addressing these items head on. So as teams settle into distributed work models, it’s clear that effective communication and collaboration can no longer remain dependent on in-person interactions. As a remote-first organization since its inception, we asked our Humantelligence Culture Success Coaches for their short but most impactful tips for better supporting hybrid and virtual team members. These quick tips are meant to enable better communication, collaboration, and team performance. Being a Good Manager Means Better Communication Demonstrate empathy any time the team member expresses a problem or frustration. Use The Empathy Formula to acknowledge the team member’s feelings based on facts. Here’s the formula: “It sounds like you’re (feeling) because/about (fact).” Here’s a real-life example: “It sounds like you’re feeling overwhelmed (feeling) because of the reduced number of people on the team (fact).”Establish a new one-on-one meeting routine.According to Lattice, most managers (78%) have daily or weekly check-ins with direct reports, and of those, 97% say they feel somewhat or very connected to direct reports. Managers who are meeting or exceeding their goals also report feeling very connected to their team. Have a scheduled meeting at least twice per week over video conference. If these meetings are currently less frequent, use the same amount of overall time divided up over more meetings. Always have your camera on and ask that the employee does the same -- it’s a way to build connection and drive resonance. Talk to your team members every single day. If a meeting is not scheduled, call them on the phone and talk to them. Sometimes just a quick check-in call is all it takes for some days. One of the most important elements of being an effective manager is keeping lines of communication open with your team members, especially when it has nothing to do with assignments or project statuses. Do note that talking to a team member in a team meeting doesn’t count here, nor does exchanging texts or leaving voicemails. We have to put in the work! 2. Demonstrate your availability. End your meetings with your team member by encouraging the team member to contact you by phone or to request an unscheduled meeting. Always answer the call when possible. 3. Establish line of sight and continue to reinforce it. Ensure work assignments, expectations, and deadlines are perfectly clear. Break down current goals into smaller chunks that are measured on a more frequent basis. Find opportunities during your one-on-ones to talk about how the specific work they do contributes to a specific team or company objective. This is not as obvious to them as it might be to you. 4. Do not hold hybrid meetings. Being a good manager entails leveling the meeting playing field so all team members can contribute equally. This is a best practice in general, and particularly important for any struggling team members. If some of the team members are in the same location and some are remote, have the onsite team members split up and join from their own computers. It equals the playing field, and makes remote employees feel less on the outside. 5. Leverage a Culture Playbook Use Humantelligence at least once a week with your teams. The first step is deepening your understanding of the team member’s motivators and behavioral preferences to best know how to help them. Once you have a deeper understanding of his/her psychometric-based Talent Profile, use the one-on-one comparison tool to go over your and the team member’s similarities and differences, which will help the team member feel “seen.” Uncover how the team member’s unique strengths shown on their Talent Profile can be better put to work for the benefit of the team, and then tell them. From here, you can then leverage the team culture playbook. Being a good manager entails taking stock of your team’s dynamics, monitoring it, seeking feedback on it, and then shifting, building, or sustaining it. The Playbook enables you to align culture to strategy so you can improve your team’s performance. It’s a simple three-step process to help guide you through driving better collaboration, inclusion, and team effectiveness more quickly. With ongoing and frequent assessment of your team’s culture, you’ll be well on your way to better engaging team members and ensuring optimal effectiveness. 6. Address Employee Burnout In today’s climate, employee burnout is inevitable. It’s everywhere, just recently classified as an occupational phenomenon by WHO, and felt by most at some point. In Visier’s survey of 1,000 full-time employees across the U.S., findings revealed:89% of employees report experiencing burnout over the past year 70% of employees would leave their organization for one offering resources to reduce burnout 42% of women feel uncomfortable talking to their boss about burnout, compared to only 30% of menGood managers remain on guard for signs of burnout, and more importantly, effective managers monitor some of the top causes for it and then actively address them. Root causes of burnout often include:Underlying team structures, such as the size of the team, how they collaborate, and how they get things done Atmosphere created within the team, such as the degree to which people communicate openly and are able to take risks Level of transparency in the organization, such as how readily leadership shares significant information with employees Organizational structures, like a lack of role clarity caused by:These causes often manifest themselves in some of the following ways.Unclear Job Requirements Impossible Deadline Requirements High-Stress Times With No “Down” Times Big Consequences for Failure Lack of Personal Control Lack of Recognition Poor CommunicationBeing a good manager requires you to adapt to the unique needs of your team – a team that may still be navigating the challenges brought on by Covid-19 – in order to create team cultures which value the whole individual, not simply the sum of their efforts. Below are ways to make culture shifts that can help better support and retain your employees. 7. Developing Sustainable Workloads Workload is often one of the top reasons employees cite when feeling burned out. Despite some reports showing that productivity went up as teams transitioned into remote work, leaders must not take it as a clear invitation to increase workloads. For many, throwing themselves into work was one way to cope with the vast unknowns which have characterized this year, and productivity levels may dip simply because they’ve been firing so hot for so long. It’s also important to consider competing challenges employees may be facing, such as childcare or Zoom fatigue, and assign tasks and the complexity of the workload based on your assessment and each employee’s abilities. 8. Set Clear Performance Expectations High levels of stress due to performance expectations can often be solved by analyzing your teams in the current context. The abrupt shift to virtual teamwork created a lot of strain for individuals, and the pressures on teams will continue as companies shift their focus to how, if, and when to bring employees back to the office -- or completely transition its workforce model. Evaluate the makeup and status of your organization’s teams, giving consideration to both tasks and people. Are their objectives still relevant and are their timelines appropriate? Are you spreading certain individuals too thin by placing them on unnecessary teams? Or are there teams who need more resources to work more effectively? Approaching performance with curiosity can help organizations better identify problems and ease the pressure to perform. Additionally, being a good manager requires that you give employees clear priorities can help them focus on what’s most important and balance their responsibilities. Ensure your teams have a solid understanding of goals or deadlines they’re expected to hit and feel empowered to weigh in on those expectations. 9. Good Manager Practice Balance With the boundaries between work and home blurring more than ever, cultivating a culture that prioritizes rest is critical. Rest goes hand in hand with innovation, creativity and results; however, the pandemic has made traditional travel fraught with challenges, if not impossible. Most employees continue to work with no vacation in sight and forget they can still use their paid time off, even if there’s nowhere to go. Remind them of the importance of taking a break. It’s also important to adapt your notion of what constitutes a workday. For some, traditional work hours may still fit with a working-from-home landscape, while for others, a less-traditional schedule may do wonders for their wellbeing. Create ways for your teams to reflect on when they work best and adapt their workflow. Are they most inspired in the evenings after the kids are in bed? Do they need a couple hours between meetings to give themselves time to recharge? Be open to new timelines and structures, and lead by example. Additionally, the increased reliance on virtual communications and home offices means that for many, it is more difficult to unplug and turn work off. Ask employees what rest looks like for them in this new landscape. Is it having a day of no meetings? Having cutoff times for phone calls? These small steps can be crucial in ensuring that your teams have the time and space they need to recharge. 10. Build employee commitment by actively encouraging feedback During any period of rapid change, all employees need to understand the company’s future vision and direction. An unknown future can make employees feel very unsafe and insecure. It could also lead them to imagine and predict outcomes that may (or may not) happen. Creating a culture of trust, transparency and openness is critical to reducing the stresses felt by today’s workforce. Last year was filled with uncertainties, so being a good manager means you must be open with your teams about the organization’s return-to-work plans and pivots in structure or projections can help give them a sense of control when it comes to childcare planning, personal financial decisions, and how they prioritize their tasks. With clear, regular updates from leadership, organizations can boost morale and increase employee engagement, as well as help their teams feel empowered to make well-informed decisions for themselves and their families. Employees’ thoughts about work then become dominated by these fears. However, workers are reassured when their leaders encourage them to give feedback about new goals and strategies. They are also more likely to feel their thoughts are valued. And they will be more likely to commit to achieving new goals. The American Psychological Association’s Center for Organizational Excellence outlined the importance of communicating to prevent burnout, recommending “regular, ongoing opportunities to provide feedback to management.” Doing this allows leaders to recognize when it may be time to dial demands back and expand resources, such as child-care assistance and increased wellness and mental health support. 11. Connection and Engagement One of the toughest challenges currently facing companies is how to help mitigate their employees’ feelings of isolation. Feeling disconnected can compound stresses due to workload and performance, and with many organizations still fully remote or transitioning to remote-first, leaders must find new ways of inspiring authentic connection. Finding ways to allow for connection not related to workload is key. For some organizations, hosting virtual happy hours, trivia nights and even karaoke parties have been innovative ways they’ve created a culture of online fun. Slack can also be used for more than productivity — consider starting a channel that invites people to share birthdays, posts pictures of pets and funny WFH moments, and of course, share memes. 12. Good Managers Practice Active Listening Disgruntled employees often talk to each other. And this can create a subculture of resistance and poor performance. However, not all employees are willing to talk about their issues with their leaders, even though these issues may occupy a loud place on the office grapevine. By listening actively and compassionately to employee complaints, leaders can identify potential problems before they begin to affect team collaboration. 13. Create an honest, fair, and equitable culture across all levels Office politics can make work highly stressful. And they can get worse when people are working remotely, without face-to-face conversations. Problematic office politics can also violate your organization’s code of ethics and potentially expose the organization to legal problems. Strive in policy and practice to treat all employees honestly, fairly, and equitably. 14. Provide tools that help people develop Consider the opportunity to develop the communication, collaboration, and leadership skills of each of your employees -- without extra work or time. Using personalized virtual AI coaches built right into the tools employees use every day, you can drive more effective interactions that lead to more agile and productive teams. In the increasingly complex world of the Future of Work, being a good manager means we have to use technology, emotional intelligence, empathy, and communication as team leaders to build the person-to-person connection. Doing so is the definition of being a good manager because it makes our team members feel trusted and empowered to perform.

Building Better Teams: 9 Strategies for Employee Collaboration & Leadership Development

06 Jan, 2025
Collaboration

Effective collaboration and leadership are at the heart of every successful organization. In a world where remote work, cross-functional teams, and technological advancements define the workplace, companies must prioritize training that equips employees with the skills they need to excel. With the integration of AI, advanced technologies, and the tools they already use, the way organizations approach these critical skills is evolving rapidly. Here's nine of the best ways companies can train employees to collaborate more effectively and develop their leadership abilities--without extra time, budget, or manpower.1. Foster a Collaborative Culture Before diving into training programs, organizations must establish a culture where collaboration is valued and encouraged.Open Communication: Promote transparency through open-door policies, regular team check-ins, and tools like Slack or Microsoft Teams. Inclusivity: Ensure diverse voices are heard by fostering an environment of mutual respect and psychological safety. Recognition: Celebrate collaborative efforts and team successes to reinforce the value of working together.2. Leverage AI to Enhance Teamwork AI-powered tools can transform how teams collaborate, providing insights and support that weren’t possible before.Dynamic Scheduling: AI tools like Clockwise can manage calendars, minimizing scheduling conflicts to enhance meeting productivity. Real-Time Collaboration: Platforms like Miro or MURAL use AI to streamline brainstorming and visual collaboration, even in remote settings. AI-Mediated Communication for Efficiency: Tools like Grammarly or Otter.ai help improve clarity and in written and verbal communications. AI-Mediated Communication for Effectiveness: Tools like Humantelligence take communication a step further and can craft emails for inclusivity, belonging, and personalization -- all based on the personality of the recipient.3. Invest in Leadership Development Programs Leadership training should go beyond technical skills to focus on emotional intelligence, decision-making, and strategic thinking.Experiential Learning: Simulations, role-playing, and case studies can immerse employees in real-world leadership challenges. Mentorship Programs: Pair emerging leaders with seasoned mentors to foster growth through guidance and feedback. AI-Driven Feedback: Platforms like BetterUp use AI to provide personalized coaching, tracking progress in leadership behaviors.4. Adopt Technology for Skill Building Advanced technologies can make training programs more engaging and effective.Gamification: Use platforms like Kahoot! or Quizizz to gamify learning modules, increasing engagement and retention. Virtual Reality (VR): VR simulations allow employees to practice collaboration in lifelike scenarios, preparing them for high-pressure situations. Learning Management Systems (LMS): Utilize tools like Cornerstone or Udemy for Business to deliver and track employee training programs.5. Prioritize Cross-Functional Teamwork Encourage employees to work across departments to develop broader perspectives and stronger collaboration skills.Cross-Functional Projects: Assign tasks requiring input from diverse teams to build mutual understanding and break silos. AI Collaboration Tools: Tools like Trello or Monday.com streamline project management for teams with varying expertise. When you add in Humantelligence to this mix, you'll foster more effective and collaborative interactions between the people working on these projects too!6. Use AI to Identify Collaboration Gaps AI analytics can reveal bottlenecks and opportunities for improvement in team dynamics.Network Analysis: AI tools like Humanyze analyze communication patterns to highlight disconnected team members or overburdened employees. Sentiment Analysis: Platforms like Zoom IQ analyze meeting transcripts to gauge emotional tone, providing insights into team morale.7. Promote Continuous Learning Effective leadership and collaboration training aren’t one-time events but ongoing processes.Microlearning Modules: Deliver short, targeted training sessions using platforms like Axonify or Blinkist. AI-Powered Learning Paths: AI tools can customize training plans based on individual skill levels and career aspirations.8. Encourage Feedback and Iteration Feedback loops are essential for refining collaboration and leadership skills.360-Degree Feedback: Use platforms like Lattice or Leapsome for comprehensive feedback from peers, managers, and subordinates. AI-Driven Insights: AI tools analyze feedback to identify patterns and recommend actionable improvements.9. Measure Success with Data Finally, track the impact of training initiatives to ensure they’re driving results.Performance Metrics: Monitor collaboration tools for increased engagement and productivity. AI-Driven Analysis: Use AI analytics to measure changes in leadership behaviors and team dynamics over time. Employee Surveys: Regularly collect feedback to assess the effectiveness of training programs and identify areas for improvement.L&D Coaching from Anywhere The traditional approach to employee development, leadership training, and team collaboration is rapidly evolving, and companies that embrace these modern strategies will see higher engagement, retention, and overall performance. By offering personalized, on-demand learning, fostering a feedback-driven culture, and integrating learning into daily workflows, you can create an L&D program that not only meets today’s needs but is also ready for the future of work. With it, companies can create tailored, engaging, and impactful training programs. Investing in these strategies not only boosts productivity and innovation but also cultivates a workforce ready to tackle the challenges of the future.

5 Key Strategies for a Successful L&D Program in 2025

17 Dec, 2024
Talent development

As we move closer to 2025, now is the perfect time to reimagine how your Learning & Development (L&D) initiatives can better support your employees. Gone are the days when one-off workshops or expensive consultants drove meaningful learning outcomes. These traditional methods no longer deliver the long-term results today’s workforce needs. Instead, modern L&D programs must embrace flexibility, personalization, and technology to remain relevant. With remote and hybrid work models becoming the norm, reskilling, upskilling, and internal mobility have never been more essential. Research shows that 88% of employees would stay with a company if they had opportunities for career growth. However, over 60% have left a job because they didn’t see a path to advancement. Furthermore, 66% of talent professionals expect their L&D budgets to either stay the same or increase, underscoring the growing reliance on internal development. So, how can you transform your L&D strategy to fit the future of work? Here are five key strategies to get started. 1. Embrace On-Demand Learning Traditional, in-person workshops no longer fit the needs of today’s fast-paced, often remote, work environment. Employees want learning experiences that they can access anytime, anywhere—whether they’re at their desk, on their phone, or working from home. On-demand learning integrates training into employees' daily workflows, making it more relevant and easier to retain. Studies show that employees who control their own learning schedules retain 60% of what they learn, compared to just 8% in traditional settings. By offering bite-sized, accessible learning modules, you allow your workforce to continuously improve their skills at a pace that works for them. 2. Personalize the Learning Experience Employees today expect a learning experience tailored to their specific needs, just as they do in their everyday digital interactions. Personalization has become a driving force in L&D, allowing individuals to take learning paths that align with their career goals, preferred learning styles, and areas of interest. Using AI-driven platforms, you can deliver customized content and adaptive learning paths that reflect each employee's unique journey. This approach not only improves engagement but also encourages a deeper investment in professional growth. 3. Focus on Agile, Cost-Effective Learning With the constant evolution of technology and industry trends, learning must be agile and adaptable. Outdated content and slow development cycles are no longer viable. To remain competitive, organizations need platforms that enable them to quickly deploy relevant training. Agile L&D programs allow you to respond to changes in real-time, whether it’s a new software rollout or shifting market demands. By delivering up-to-date content swiftly and cost-effectively, you keep your workforce equipped with the latest skills. 4. Build a Feedback-Driven Culture Learning should be an ongoing process that is supported by continuous feedback. Gone are the days when feedback only came during annual performance reviews. Modern L&D programs incorporate 360-degree feedback, pulse surveys, and real-time performance management into daily operations. By fostering a culture of feedback, you create a system where employees can regularly assess their progress, address skill gaps, and refine their development goals. Moreover, feedback platforms give managers the data they need to offer personalized coaching, which strengthens team dynamics and boosts engagement. Studies show that 87% of highly engaged employees are less likely to leave their jobs. 5. Scale Learning for Sustained Results How often have employees returned from training programs with certificates but without the tools to apply what they learned? For most companies, this is a common issue. Within an hour of training, employees often forget more than half of the content unless they can apply it immediately. To address this, invest in technology that brings learning into everyday workflows. Tools that offer opportunities to practice new skills in real-time can dramatically improve retention and help employees seamlessly integrate their new knowledge into their roles. This not only ensures sustained learning but also enables scalability, as the learning becomes part of the business's ongoing operations.Final Thoughts: The Future of L&D is Here The traditional approach to employee development, leadership training, and team collaboration is rapidly evolving, and companies that embrace these modern strategies will see higher engagement, retention, and overall performance. By offering personalized, on-demand learning, fostering a feedback-driven culture, and integrating learning into daily workflows, you can create an L&D program that not only meets today’s needs but is also ready for the future of work. If your budget is shrinking, and you can’t hire enough people to train and develop your entire workforce, AND you're not getting consistent post-workshop application of content, then consider an AI-driven assessment tool like Humantelligence. 🚫Your Grandfather’s Assessment: Out-of-date assessments, one-time workshops, expensive external consultants, and traditional classroom learning don’t deliver sustained results. You can’t track them well. And they’re counter intuitive to employees’ need for personalized learning. 🗝️The Future of Assessments: AI-driven tools that allow you to scale, reinforcing the traditional assessment experience by building self-awareness for employees and integrating assessment insights right into their workflows for use every day – for daily development and improvement…low cost and at least 1,000 uses per employee per year. Check it out!

Workplace Belonging: Essential Strategies Every Leader Should Implement

03 Dec, 2024
Inclusion & Belonging

High-impact strategies for fostering belonging can reduce turnover and burnout across industries. Key approaches include cultivating psychological safety, offering equitable pay, and embedding inclusive practices. Building a culture of belonging enhances job satisfaction, creativity, and productivity, creating a supportive environment where employees feel valued, engaged, and authentically included. A recent report from the Charles Butt Foundation clearly indicates that many experienced and novice educators are leaving the profession due to a myriad of factors. For instance, today’s educators face strict scrutiny about what they teach, how they teach it and what materials they assign, especially in light of record-breaking book bans. Faculty and staff shoulder similar pressures in higher education where work life tends to be student-centered, team-oriented and results-driven, requiring employees to labor long hours, wear multiple hats, juggle competing priorities and go above the call of duty. As if that’s not enough, reports show that approximately two-thirds of education professionals feel undervalued, unappreciated and underpaid, which compromises their sense of belonging at work (hereafter, workplace belonging) and leads to burnout. Consequently, they silently resign, stay with little motivation or leave the profession altogether. In this article, we offer a perspective on workplace belonging, explain how it is linked to key outcomes in all business sectors and present several actionable steps or promising practices for recruiting and retaining diverse professionals, while also fostering belonging and success as leaders. This is particularly relevant for those who lead education at the K-12 and higher education levels, but may also prove useful to corporate leaders and entrepreneurs in business, government, medicine and technology, to name a few. Workplace belonging Workplace belonging refers to the sense of connection and acceptance employees feel within a work environment. It involves feeling valued, respected and included while also being able to fully participate and contribute to the organization, according to sources. Belonging is one of five essential workplace qualities that ensure workers’ psychological health and well-being, according to APA’s 2023 Work in America Survey. Whether at home, school or work, a sense of belonging is a basic need, a human right. It’s a universal motive sufficient to drive behaviors — that is, people do something to satisfy their urgent need to belong. They may join a club (e.g., employee resource groups), go back to school, seek new employment or dye their hair blue. The weight of empirical evidence shows that belonging is context-dependent, meaning that its value and significance rely, in part, on the background or situation in which it is used for proper interpretation. When employees experience a sense of belonging in the workplace, it creates a positive work environment that fosters collaboration, innovation and productivity. Feeling valued and accepted allows individuals to bring their authentic selves to work, leading to increased engagement, cooperation, help-seeking (and giving) and commitment to their tasks and employing organization. Other studies have discovered several positive outcomes consistently associated with workplace belonging. For instance, employees who rate higher on workplace belonging also tend to feel better about their jobs and work cooperatively with others. Results from the study showed that employees who experience true belonging are:3x more likely to look forward to work 3x more likely to say their workplace is fun 9x as likely to believe people are treated equitably 5x more likely to stick aroundResearch has shown that a strong sense of workplace belonging can have significant positive gains, especially for education personnel. It can lead to increased job satisfaction and work-related happiness, which can result in higher productivity and lower burnout. It can also foster deeper institutional commitment, leading to less turnover, more stability and greater creativity and innovation. In short, the key to workplace belonging is trust, and trust is defined as a foundational building block for culture. It depends, in part, on staff knowing your intentions, believing your commitments and understanding your behaviors. Boosting employees’ sense of belonging at work takes time, and thus, belonging is built at the speed of trust. Ways to recruit, retain and regain employees Building a culture of belonging requires a proactive approach from organizational leaders and managers. It involves creating an inclusive environment where every employee feels valued, respected and supported. Here are some strategies organizations can implement to foster workplace belonging for staff and broaden professional pipelines: Cultivate psychological safety using a variety of evidence-based, proven strategies: Psychological safety refers to feeling able to speak up freely, ask questions, make mistakes and take risks without fear of judgment, negative consequences or retaliation. Promising practices include active listening, open dialogue, “no-judgment” zones and creating “brave spaces” where diverse perspectives are celebrated though they courageously challenge the majority. When employees feel comfortable bringing their authentic selves to work, they thrive and flourish. Offer equitable pay and financial incentives to help attract, (re)gain and retain diverse, talented educators and employees: For example, ZipRecruiter reports the average teacher salary in Texas is $41,544, ranging from as low as $19,565 to well over $64,000, which means some public school teachers are paid less than a living wage. District leaders, administrators and policymakers must advocate for higher, more equitable pay for such teachers — it’s hard to feel like you matter and belong when you’re not compensated fairly for the work you do. Financial incentives like salary raises, relocation assistance, tuition reimbursement, paid time off and signing bonuses can go a long way in improving the perception of prospective staff. Foster an inclusive culture of acceptance and respect to ensure staff can show up authentically and feel safe and secure at work: By authentic, we mean freely expressing oneself without fear of judgment or pressure to alter one's true identity to fit in. Leaders might consider creating ERGs for underrepresented groups, book clubs and/or offer training about positive workplace culture to ensure psychological and physical safety and security across and within teams. Take it a step further and employ tools that allow people to see themselves and each other more fully. Tools that embed psychometrics and then apply AI can help employees better understand each other, feel more connected, work more effectively together, and feel more like a team. To further support an inclusive environment, consider incorporating tools that provide objective assessments of individual strengths and growth areas. For example, web-based exam software offers valuable insights into employee performance, helping to ensure that assessments are fair and unbiased. By using such platforms, leaders can create a more transparent and supportive atmosphere, where everyone feels equally seen and heard, ultimately fostering a sense of community and mutual respect. In the end, whether your working within or across teams or leading them, following these tips will help you implement the right foundation to foster a more natural version of belonging and inclusion. By establishing clear communication channels, fostering safe spaces of trust and mutual respect, and celebrating the strengths each individual brings to the the team, organizations can leverage the unique strengths of each team, enhance collaboration, and achieve better results.

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