(1 minute read)
In the state of Victoria, debate around the proposal to legislate employees’ rights to work from home for 2+ days per week is raging.
One of the strongest cases for the proposal is the recent data on ‘productivity’, which has apparently been peaking over the past 2+ years.
While this may prove a strong argument for the case to encourage – if not legislate – empowering employees to choose where they work from, there remains another component to consider, the connection an employee has to their company and other employees.
At the very core of any organisation, a strong sense of belonging and connectedness can not only drive productivity, but improve engagement, innovation and retention of talent.
Leaders and Managers can help create and nurture a sense of belonging amongst employees by adopting and implementing what thought-leader, Dov Baron (The Science of Emotion) refers to as The 4 C’s Framework.
Cooperation, Collaboration, Contribution, and Community
| Building the 4 C’s into your People Management Process |
| Cooperation: Empower your people and teams to connect with each other. |
| Collaboration: Encourage employees to work toward common goals. |
| Contribution: Model inclusivity inside and beyond the workplace. |
| Community: Invest in, and involve employees in community or cause-related activities or campaigns. |
While implementing the Four C’s doesn’t come with a guarantee of connecting all employees to each other and the organisation, neglecting these core elements can certainly diminish a sense of belonging.
When these elements are present, employees can feel more invested in the organisations success and feel confident that they can build careers they find both purposeful and rewarding.