I ensure that everyone's unique strengths are recognised and all colleagues feel included and part of the team
Why is it important?
As a People Manager, recognising and valuing each team member’s unique strengths is crucial for creating a sense of belonging and helping the team to be successful.
When team members feel valued and included, they are more engaged, productive and motivated. Inclusive teams are also more innovative, as diverse perspectives lead to better decision-making and problem solving.
How do I do it?
Be fair and inclusive – create an environment where all team members are treated with respect and fairness, regardless of their background, identity or role. Encourage open dialogue in a safe space by encouraging input from all team members during meetings ensuring that quieter voices are invited to share their thoughts. This can involve directly asking for opinions from those who may be less likely to speak up.
Challenge Unacceptable Behaviours – Address any behaviour that undermines inclusion or respect within the team. It’s important for you as the manager to set the tone for what is acceptable and to take action when necessary. If you observe or hear any language or actions that exclude others, address these incidents immediately. Provide constructive feedback and coaching to help improve dynamics and reinforce a culture of respect.
Promote Staff Network Groups – make sure your colleagues are aware of and encouraged to participate in staff network groups, which can provide additional support, networking opportunities, and a sense of community. Highlight the benefits of joining these networks, such as mentorship, professional development and a platform for shared experiences.
Recognise and Use Unique Strengths – Identify and make the best use of each team member’s unique strengths, talents, and perspectives. This could involve one to one discussion to understand their skills and interests, and then aligning their responsibilities to match these strengths. This can boost morale and make your team more effective.
Value Diverse Perspectives in Decision Making – include a wide range of perspectives when making decisions to ensure that solutions are well-rounded and considerate of different view points. Make it routine to seek out input from team members with diverse backgrounds and create forums where everyone feels comfortable sharing their insights. By valuing diverse perspectives you can foster creativity and innovation, leading to more robust outcomes.
Listen to how Inos Santos, LCL Quality Manager emobodies this commitment:
Resources available to support you:
To watch: (accessed via self-directed learning on ESR)
- Having a quality conversation with your team
- How to address behaviours in the workplace
To read: (accessed via self-directed learning on ESR)
- How to spot signs of distress in your team
- 12 C's of Communication
- How to hold an effective one-one
- How to have a development conversation
To attend:
Supporting Staff with Enduring Health Conditions
