Build Community not Culture

Companies are forced communities. Think about it. 

A group of disparate people coming together most days with the common interest and remit of making progress together.

Today, these communities are a motley crew – the most varied workforce we have seen to date.

• They are made up of multiple generations.

• They have an ever widening gap in their expectations of work.

•  They are nomadic, now by nature, because once remote and hybrid work became the default, many refuse to go back. 

But that doesn’t mean colleagues aren’t craving connection. The connection they need must now stretch beyond the words on walls and the offices we used to occupy together. They want connection to purpose, to their work, and to each other.

Companies have been trying to manage this by focusing on “culture.” This idea became popular back in the 1980s and '90s when businesses realized that how employees felt about their jobs really mattered. They started doing things like making sure everyone felt included, hiring based on shared values, and promoting diversity. 

And while it’s proven employee experience has a positive impact on the bottom line, many companies still struggle to prioritize their people. In fact, DEI is getting deprioritized and defunded and while CHRO’s are finding a seat at the leadership table, they aren’t authorized to actually change an organization’s way of working. 

So what do we do? 

We focus on building community, not culture. The difference might seem small, but it's significant. Culture is a framework, while community is all about connections and relationships. Culture asks people to assimilate and fit in, while community encourages people to to build bonds and grow together.

Borrowing from the tried and true community organizing principles, we offer you 5 mindset shifts we use in our work that actually help leaders solve today’s PEOPLE challenges: 

1. Identify the REAL Issues: Getting really clear on understanding the dynamics of your workforce and the community it runs on is always the first step in bringing people together. By addressing underlying systemic issues rather than just treating one-off symptoms, you position yourself as a leader who comprehends the genuine challenges people face. People prefer to be understood. 

For example: Do research that helps you get educated on what you are up against and what you have that you can work with. We offer a community analysis if you are interested in just getting to know the dynamics of your workforce and its community. 

2. Invest in Better Communication: Reflect on the relationships in your life and consider how many people you would classify as “good communicators.” Effective communication is not an inherent trait but a skill that employers need to cultivate for smoother operations. Dedicate time to fostering an environment where everyone can engage and collaborate effectively, drawing inspiration from renowned community organizing principles that emphasize active listening, inclusive dialogue, and mutual respect.

For example: Have quarterly cross-function off-sites that build meaningful connections that will translate to more efficient and effective collaboration. 

3. Empower Everyone: Enable employees to shape their own work experiences by crowdsourcing their ideas and methods. And don’t just put out a survey – really listen and take action.  Participatory decision-making,  collective ownership and ensuring that every voice is heard and valued in the workplace will foster a real community that can grow on its own

For example: Instead of just having another fundraiser event or giving the same present for the holiday party this year, ask people what they want and give it to them. 

4. Share Vulnerably: Regularly sharing information fosters psychological safety and resilience, essential for agility, adaptability, and innovation. Many leadership teams talk about transparency, but few practice it vulnerably. Admitting mistakes is acceptable, but hiding decisions that impact everyone is not. This new workforce demands openness, echoing the community-building principles of trust and inclusivity.

For example: Invest in internal communications. It is wild how few leaders spend money communicating important information to their employees. It often is the first to get cut but ends up causing confusion (i.e., inefficiency) that costs the company money.

6. Grow Together: Cultivate critical connections by offering space for upskilling and personal growth, fostering development both as individuals and as a community. By learning together, you can strengthen bonds and navigate change more effectively, in line with community organizing principles that prioritize collective learning and empowerment.

For example: Allowing people the time and space to grow together through workshops, off-sites or individual development programs will make a massive difference on your bottom line. 

It is estimated a person will spend ⅓ of their life at work. That is roughly 90,000 hours. It is human nature to want more out of work. We are wired for connection which means it’s important to invest in community building to not only make your employees happier but grow your bottom line.

Please reach out if you need support in creating a happier workforce.