HumanForce, How can entrepreneurs cultivate an emotionally healthy company?

The super-competitive crush-the-opposition entrepreneurial behaviour that has long been lauded isn’t cutting it. The myth that a cut-throat environment somehow cajoles employees into giving their best possible performance (and perhaps even a little bit more) has now been thoroughly debunked. It is widely accepted that the main outcome from such unrelenting pressure is a rapidly rising rate of disconnection, disengagement and even serious illness from burnout. What entrepreneurs need to offer in order to avoid this exemplar of a toxic workplace is a rounded human-orientated experience or, more specifically, a positive emotional culture.

HumanForce, How can entrepreneurs cultivate an emotionally healthy company?

When an entrepreneur recognises their startup’s emotional culture, it shows that they are paying attention to how employees are or should be feeling. Entrepreneurs who really want to get the best out of their teams need to go further than simply satisfying their basic human needs with smart offices and good working conditions. They need to build a strong emotional culture which recognises their human qualities as well. Employees thrive in cultures that foster joy, love and fun. These are the emotions that influence an employee’s creativity, decision making, quality of work and commitment. They are what will bind the organisation together and have a huge impact on performance and engagement.

Fostering a culture of belonging

One of the main ingredients to creating an emotionally healthy company is fostering a culture of belonging. 79% of organisations say fostering a sense of belonging is important to their future success. When employees feel they are being respected and treated fairly, it has a positive impact on all areas of the working day. A sense of belonging can lead to a 56% improvement in job performance, a 50% reduction in turnover risk and a 75% decrease in employee sick days. 

Our desire to belong is driven by a need for strong social connections. When we are connected, we feel we belong. In the workplace, this is where the magic can really happen when leaders are creating a positive emotional culture. Strong social connections lead to increased flows in communication and co-operation. As a result, people find their jobs satisfying and are resilient to the stresses and strains of the workplace, which in turn increases their commitment to their employers. Together, they can all work at a high level.

Here are 4 steps any entrepreneur can take to foster a culture of belonging: 

1. Use technology wisely

Technology has been a fantastic development for SMEs, offering a huge range of benefits from speeding up production processes to making teams more efficient, but we need to think carefully about the extent to which we use it. It’s easy to send an email or WhatsApp message to convey a point about a work issue, but this can get in the way of building and maintaining meaningful social relationships. 

You as leader need to model the way by regularly picking up the phone or, even better, stopping by someone’s desk to deliver a message in person. Face-to-face communication helps people feel less lonely and disconnected. It creates a sense of belonging and a close affiliation with the workplace. Where possible, hold discussions over an informal cup of coffee or lunch, or a brief stroll around the block.

1. Engineer some in-office social-connection days

Even if the majority of your work is done remotely, engineer days when the entire team can be in the office together. Make it a firm ritual placed in everyone’s diary rather than a vague date in the future when ‘we must get everyone together’. It can help to give the event a hook like ‘Storytelling Friday’ when each week an employee will be invited to tell a personal story. Origin stories are powerful ways of creating belonging. 

1. Maintain open lines of communication

The idea of an open-door policy might seem a little dated now, especially when teams are often apart, but you can reiterate that the concept still stands, albeit on slightly different terms. Make it clear to teams that the lines of communication are very much open, whatever the medium. If anyone wants to jump online for a chat or to raise concerns, they will be welcome. There are no limitations on what can be discussed, either. Regular, honest feedback is the foundation for good communications and can really increase connection. 

1. Welcome new team members

Pay particular attention to onboarding processes. Virtual onboarding is fine if handled well, but it often isn’t and this can be a problem. This is, after all, a crucial first opportunity for people to make friends and feel connected with their new workplace. When growing your startup, put in place a process where new team members can be introduced to all their colleagues and get to know them relatively quickly in as informal a setting as possible. An ‘onboarding buddy’ might be useful as they can help new recruits by offering support and insights where needed, and making them feel safe and welcome.

 Natalie Boudou is an Executive Coach, the CEO of international consultancy HumanForce and author of HumanForce: The Power of Emotions in a Changing Workplace

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