CSR programmes are not only extremely beneficial to local and global communities, but they will also significantly contribute to making teams feel rewarded and appreciated. CSR activities enable staff to be involved in a cause they are passionate about or learn something new which can enrich their own perspectives. These projects can come in all shapes and sizes; it could be something as simple as participating in a charity team building activity that gives back to the local community twice a year. The impact of this is two fold – your team gain a deeper bond from the experience together, and the experience helps to build a bigger conversation.

Companies that engage in CSR often benefit from a myriad of benefits that impact their workplace culture too, including becoming an employer of choice, providing more opportunity for team and personal development, boosted employee engagement and improved employee satisfaction.

You will find career growth, opportunity and challenge in many articles by industry professionals and scholars as three leading reasons why employees stay with an organisation.

Staff like to learn to be better at what they do. The more you upskill staff, the better they will perform for you. Thus, regularly educating and training staff will lead to improved performance and a more rewarded team. A fundamental part of improving a team’s culture is to help everyone better understand themselves, the role they play within the team and importantly each other.

By offering employees opportunities to grow through personalised development plans, team building workshops, continuing education and skills training, and mentorship programmes, it shows employees that they’re respected and appreciated. In fact, companies with a strong learning culture have employee retention rates that are 30-50% higher than those that don’t.

You don’t have to love every single person you work with but you do need to respect and appreciate what each person brings to the team.  After everything we have been through with the adjustments Covid has bought about; it’s a good time for self-reflection on the strengths each individual brings and how that fits in with the value that your team bring to your clients and to your company.

On a basic level, behavioural profiling is all about greater understanding; greater understanding of yourself, your employees, and how your team can work more effectively as a unit and also what else you may need in your team.

One of the best models used today for behavioural profiling is Belbin.

A Belbin behaviour profile is a simple yet very clear explanation of what a person’s strengths are within a team and what others within the team value in that person.

It’s an incredibly effective tool for identifying who you need on which team to get a specific outcome in the fastest possible time frame and with the right amount of people.

The power of this knowledge can be used to positively impact employee appreciation, help build high performing teams and allow businesses the ability to fill new and emerging job roles.