Team Engagement and Inclusion

Some never left the campus and worked in-person throughout the pandemic to accomplish their goals; some took on larger workloads and juggled care for their loved ones while working remotely; and some experienced isolation. As we transition into the hybrid work reality, regardless of what work arrangements we make, we must be mindful of our colleagues’ and teammates’ diverse experiences and needs. 

Showing caring and compassion for one another will be vital in ensuring we are all successful—ultimately, we are better as a team. We are all leaders when it comes to team engagement and inclusion.  

A few ways to ensure everyone feels connected and included   

Recognize and celebrate each other’s successes and contributions

  • Being seen and valued is a great motivator. This is a simple yet powerful way to help raise morale and help everyone feel connected to the larger mission. Set a process for project sharing during meetings to allow individuals to share their work and hear details of one another’s work. 
  • Create a culture of gratitude. A simple “thank you” can go a long way. HR Future notes that a 2019 Workhuman Analytics and Research Institute study found, “when everyone can recognize good work, levels of belonging increase across the board (87% when recognized by everyone, 72% when recognized by managers, and 68% when recognized by senior leaders.).” Showing gratitude not only helps the receiver but also benefits the giver.  

    Connect with intention

    A connected team is more likely to be a high-performing team. In a hybrid environment, teams need to use every opportunity available to create connections.  

    • Designate the first or last few minutes of team meetings for sharing personal news. Knowing more about one another contributes to connection and can foster engagement and trust. 
    • Look for opportunities to work together whenever possible. Collaborating will help people get to know one another’s skills, enhance trust, build confidence in each other’s abilities, and strengthen connections. 
    • People are more likely to become personally invested if they can contribute. Encourage everyone to share their ideas, input, and perspectives.  
    • Create opportunities for social connection. Teams established creative ways to connect, energize, and uplift one another during the pandemic. Hold on to these systems and adapt them for the new realities of work.  

      Examples of ways to connect socially in a hybrid environment 

      • Setting up an ongoing water cooler Zoom space.  
      • Organizing a physically distant meal in a conference room or outdoors (weather permitting).  
      • Scheduling a virtual gathering. Play a game using Kahoot!, watch a talk together, or host a book club over Zoom.  
      • Use MS Teams to acknowledge birthdays, share motivational quotes through a Monday Motivation, connect over movies, sports, hobbies, and more.  
      • One way to get everyone involved might be to create committees that lead the charge on team engagement (both virtually and in person). Invite team members to volunteer and lead these committees. Some examples of committees are the welcome committee to help onboard new team members, Diversity & Inclusion committee, team-building committee, and wellness committee, to name a few. Participation in committees can present opportunities for team members to practice skills like project management, collaboration, and presenting while building connections with those they might not work with frequently.   

        Hybrid teams can improve diversity and inclusion, according to a Forbes article. When done well, it can have a positive impact on people with primary dependent care responsibilities—the majority of whom are women, people with physical disabilities or neurodiversities, and those who might face economic housing limitations. 

        Our biases and microaggressions can show up even when we are not face-to-face. In fact, there might be some risk of forming cliques, and leaving people out of conversations and opportunities, even if it is unintentional. To prevent against this, it is important that we all play a role in fostering a sense of inclusion.  

        A few ways that teams can help foster inclusion  

        Start with Self

        • Be aware of your own biases and how they influence your behavior.  
        • Be mindful of the impact of your words and actions on others. Think about intent and impact. Even if the intent is good, if the impact is negative on the receiver, acknowledge it and use it to inform future actions. 
        • Be an ally. Educate yourself about issues related to microaggressions and the impact of racial injustices, so you can better understand what your colleagues might experience and how to support them. Visit BU Diversity & Inclusion to learn more. 
        • Be comfortable with being uncomfortable. An important step in building inclusion is to be open to and acknowledge the unique experiences of others even if they make us uncomfortable.  
        • Be humble. It is not possible for us to know everything about someone else’s culture, history, or experience. Ways we are diverse is often invisible. Demonstrating humility and showing genuine curiosity allows us to listen and learn without making assumptions or passing judgment.  

          Think About Your Team

          • Explicitly invite the views and experiences of everyone on the team. Ensure everyone feels heard and acknowledged. Weighing all perspectives not only helps individuals feel valued—it is imperative for being successful as a team.  
          • Create an environment of openness and trust. This will allow people to reach out for help when they don’t feel included or when they experience microaggressions.  
          • Take the time to connect with team members at a personal level. Invite them to share their joys, values, and interests. Connecting deeply helps to build trust and inclusivity.  
          • Be mindful of your colleagues’ unique experiences and needs. Focus on what you need but refrain from comparisons or interpretation of other’s experiences or needs. Fair does not mean equal.  
          • Be helpful and available. Think about who can benefit from your expertise. New or junior team members might find it valuable to be able to get an answer or guidance from you to a simple casual question. By being available, you might have a tremendous impact on their success.  
          • There might be team members who will not have the opportunity for remote work due to the nature of their work. Be mindful of their needs and experiences.  
          • Become familiar with the resources available to you and others, so you can support them appropriately.  
          • Follow the platinum rule. Treat others the way they wish to be treated, not how you wish to be treated.  

            Learning Opportunities

            For training on this topic, please click here.