Our Master once led 40,000 people in a massive virtual dance party for Oprah this week. (Oprah!)
As someone whose dance moves resemble a malfunctioning robot, I admit that the concept struck me as incredibly strange. But I’ll look into it videos made it clear to me that Agrawal was on to something: people are desperate for connection.
Radha Agrawal is a community architect, speaker, and entrepreneur helping companies (like Meta, Nike, and Campbell’s) create stronger communities in their workplaces. She is also the founder of DAYBREAKERa morning dance party in 33 cities around the world.
Let’s get to her three tips for building your own community.
How to Master the Art of Building a Thriving Community
1. You need a community architect. (And no, not the intern.)
Before you scoff at a big, superficial post about “community” and “friendship,” let’s take a close look at some numbers:
- Only in 2023 a third of employees were busy with their work
- Unmotivated employees are responsible 1.9 trillion dollars to productivity losses
- 92% of managers say This high level of engagement = happier customers
Or think of a personal example: I met my best friend Kristen in the office a few years ago. She’s now a bridesmaid at my wedding, and I told Radha that even if I was offered $20,000 more, I would turn down a job elsewhere because I would have much I’d rather continue my weekly tradition of chatting with Kristen in the coffee garden at headquarters.
Community has the power to keep employees happy, engaged, and willing to do whatever it takes to keep money flowing for your company.
To cultivate a community, you have to prioritize it.
“You need to hire a community architect — and by that I don’t mean assign the new intern to the job,” Agrawal told me. “Your chief community officer should be involved with the same seriousness as a chief marketing officer or chief executive officer.”
Once you have your CCO, you’ll want this person to sit down with the head of each department to understand the needs behind each role.
“In a chaotic work-from-home environment, it is difficult to build a sense of camaraderie and loyalty within a company without first understanding who the people behind each department are. You need to understand the miniature ecosystems within the company and bring them all into a cohesive value alignment,” says Agrawal.
2. Work is not just for migrating‘ and burns.
Agrawal recognizes that there is loneliness at every level – whether you are the CEO, middle management or the new intern.
And Agrawal strongly believes that work can be a solution to this loneliness. In fact, she met her own husband in an office.
“It’s important to remember that workspaces aren’t just rooms for churning and burning. They are spaces for social gatherings and are where you most make and maintain your social contacts.”
Agrawal believes it is a leader’s responsibility to figure out how each person on their team wants to socialize.
For example, she is interested in the newcomers on her own team: “As the founder of my company, I want to understand and learn what the youngest team members on my team want.” What do they need? How do they socialize? How can I support them in their companionship? That level of curiosity is so important within a team.”
My own preferences for social gatherings? Two words: Margarita night.
3. Off-sites, off-sites, off-sites.
In the midst of the pandemic, I remember all too well the clumsy attempts to connect.
Zoom Happy Hour. Scavenger hunts from afar. Virtual trivia.
The effort was nice, but not nearly as strong as that one Last March, HubSpot hosted an off-site event (which led to a team outing to a karaoke bar where we rocked the room with a moving rendition of Celine Dion). My heart Will Go On).
Agrawal emphasizes the importance of conducting company outings to maintain employee motivation and engagement. Where possible, it also promotes more regular face-to-face events.
“The important part is giving it a name and a rhythm. There is a sense of belonging that you create when you consider energy, intention and space.”
Agrawal gave me a few examples: Maybe your company hosts a monthly poker night or puts together a roller skating team that roller skates in silly costumes once a quarter.
If getting everyone together in person isn’t an option, can you encourage mini-meetings in different cities? And if not, how can you make virtual connections easier?
The simplest solution is questions Your employees: What would make them feel more excited when they show up to work each morning?
“Too often we imagine community building as butts, not as real people with thinking and feeling souls.”
Remember that the thinking and feeling souls can be responsible for nearly $2 trillion in lost productivity – treat them like humans and you might be shocked at how that affects the bottom line.
