Team Management
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Building a united workplace: 7 activities to promote diversity, inclusion, equity, and belonging

Published on 
March 7, 2024

To be leaders in their industry, modern organizations recognize the need for a workforce representing today's society and its clientele. This is more than just about creating a feel-good story — it's a fundamental prerequisite for businesses to succeed.

As highlighted by Forbes, 80% of workers expect DEIB initiatives (diversity, equity, inclusion, and belonging) from their employers. The payoff moves beyond meeting moral standards, demonstrating that those who do are 35% more likely to see their teams outperform.

But creating a sense of inclusion and unity can be tricky, as there’s no one-size-fits-all approach to building diverse teams. Even the most progressive companies are constantly improving their systems and processes.

In this article, we'll explore what DEIB means today, why it matters, how managers and leaders can create a culture of belonging and inclusion, as well as practical strategies to build stronger, more connected teams.

The new meaning of DEIB (diversity, equity, inclusion, and belonging)

DEIB is the acronym for diversity, equity, inclusion, and belonging. The concept was previously referred to as "diversity and inclusion" but expanded to better reflect a more comprehensive understanding of modern, inclusive workplaces. The addition of equity and belonging acknowledges that representation alone isn't necessarily enough to address systemic inequalities and create true unity within a diverse workplace.

DEIB strategies — and their diversity and inclusion activities — all work together to ensure every team member feels valued, respected, and empowered to contribute in their own unique ways.

Diversity, inside and out

A team's diversity is more than just what's visible — like race, ethnicity, gender identity, and age. It's also about diversity of thought, personal background, and experience. Employers tap into the infinite ideas and perspectives unique individuals can bring by fostering diversity.

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A single parent, for example, might have a creative solution to a problem at work thanks to how they've surmounted past challenges. There is so much value in pooling from different cultures and backgrounds.

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Equity: Is it the same thing as equality?

Equity is often used interchangeably with equality, but it's not quite the same thing. Equality provides everyone the same support, while equity recognizes that diverse employees might require different levels of support or resources to have the possibility of achieving the same outcomes.

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An access ramp would help an employee using a wheelchair get to the same floor level as stairs might for differently-abled team members. Of course, equity isn't just about physical support. This is why disability awareness training is beneficial for everyone.

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Inclusion: Beyond representation

Today's understanding of inclusion is more than just passive representation. Inclusion activities proactively ensure every team member is heard, valued, and respected to feel supported in bringing their authentic selves to work.

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Inclusion activities and efforts are more than just giving a seat at the leadership table to women of color, for example. It's about ensuring they get as much time to speak and share as anyone else, and their opinions are given the same weight within decision-making processes.

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Belonging: More than just about inclusion

At the core, belonging is more than just about being included. Belonging is when employees feel a deeper sense of connection, acceptance, and camaraderie with their peers — fueling pride, engagement, and collaboration.

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Celebrating diverse holidays and observances like LGBTQ+ Pride Month, or creating spaces for prayer, show intentional efforts to ensure all team members feel welcomed and increase cultural knowledge.

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Meeting today's DEIB standards begins with the company culture. While many companies put their best efforts into recruiting a more diverse workforce, it’s the experiences created for employees that will ultimately drive their success. Workplace inclusion and diversity activities are essential to a company's continuous learning and improvement commitments.

There is no endpoint to improving DEIB — there is always more to learn and more to do.

Why are DEIB activities important for teams?

DEIB strategies are essential to keep employee engagement levels high. By creating an inclusive and respectful team culture, team members experience more fruitful collaboration, share their ideas more confidently, and benefit from stronger team bonding.

Taking a look at some insights from Workleap Officevibe's Pulse Surveys, we can observe a strong positive correlation between a company culture with strong DEIB values and:

  • Honest and transparent communication between peers
  • Involvement and collaboration opportunities
  • Teamwork and manager support
  • Responsibility and autonomy
  • Work satisfaction

Clearly, diversity and inclusion are inextricably linked to employee engagement, which directly impacts team performance. And to keep employees from diverse personal and cultural backgrounds engaged, there must be a sense of belonging for all.

That's why it’s so essential for organizations to be intentional in developing company cultures that not only value but actively embrace diverse perspectives, backgrounds, and approaches.

Keep reading for strategies and activities that help make that happen!

Who's responsible for promoting DEIB at work?

Ultimately, every individual in the workforce is responsible for making the people around them feel safe, included, and valued. This includes managers, team members, colleagues from other departments, upper leadership — everyone.

That said, values of diversity, equity, inclusion, and belonging need to be firmly established and ingrained within the work culture so that each employee feels compelled and responsible for upholding them.

The question is then: Who sets the standards on DEIB at work?

Setting a culture of DEIB from the top-down

A mistake that’s commonly made across all industries is that organizations leave it up to HR to foster an inclusive work environment. While that's partially true, it is up to all members in leadership roles to support DEIB strategies and be the gatekeepers of their application.

Business leaders need to play an active role in diverse team-building activities and strategies and not just delegate them, as this can inadvertently send the message that it isn’t a personal priority for them. HR members, managers, department leads, and executives should all actively be a part of and promote diversity, equity, inclusion, and belonging.

Managers, in particular, play a critical role in fostering inclusion within their teams. By leading by example, actively listening to employee concerns, and addressing bias and discrimination, managers can create a culture of trust, respect, and psychological safety where all employees feel valued and empowered to succeed. Managers directly impact the employee experience, so they must prioritize inclusion and demonstrate fairness in their management style.

A culture of DEIB starts top-down. Employees look up to leadership, not just for guidance on meeting organizational goals but also on values and ethics. It's up to the leaders to make diversity and inclusion activities central to both the operations and direction of their business and embody these values themselves.

Improving DEIB strategies from the bottom-up

While a company's DEIB values, policies, and structures are set by leadership members, culture comes alive through its employees. It takes effort from both the organizational and the team levels.

By fostering collaborative team dynamics, managers can enlist the ideas and support of their teams to ensure the success of DEIB strategies.

There exist incredible co-creation opportunities to improve DEIB strategies that leverage the perspectives of everyone. Collecting and listening to feedback, hosting diversity and inclusion workshops, creating open discussion forums, and having an internal DEIB committee are some of the ways leaders can leverage bottom-up planning.

Plus, including employees in culture-building efforts makes individuals feel even more respected and valued at work.

Fostering an inclusive environment for remote teams

As most organizations apply some form of remote work structure, be it having virtual teams across timezones or a hybrid work scheme, it's important not to take for granted the impact that DEIB still has on employees who aren't in a physical environment. Virtual diversity and inclusion are crucial for positive employee experiences all around.

While working remotely provides new opportunities to create work-life balance and well-being, it can also reinforce barriers to collaboration and connection if we’re not mindful. Managers must be proactive in addressing these challenges and creating a supportive atmosphere virtually where all team members feel included and engaged.

For example, employees who live alone might benefit from their ability to focus and be productive — but those who are less tech-savvy can end up spending more time navigating new tools, affecting their productivity. Equity in technology access can look different for everyone.

Tips for promoting inclusion and employee engagement across remote team members:

  • Remember that even if employees work from home, it's still important to make space to speak out about how they’re feeling and thinking.
  • Be mindful that remote team settings impact everyone differently. Offer support, mental health resources, and flexibility with schedules and workloads.
  • Keep check-ins regular, even if virtual. Treat these as you would in-person meetings, setting enough time aside and keeping these meeting commitments.
  • Encourage team members to check in with each other. Introduce employees to newcomers, and facilitate virtual inclusion team-building activities like social hours so everyone stays connected on a human level.
  • Use technology to your advantage! Video conferencing platform features like shared whiteboards and quizzes are ways to amp up virtual diversity and inclusion activities and make screen-to-screen interactions more interesting.

7 DEIB activities to promote diversity and inclusion across teams

Inclusion must exist from beginning to end in an employee lifecycle — from when someone sees your recruiter brand to when they leave your company. After all, DEIB strategies are only as good as their real-life application.

Indeed, it takes proactive efforts to create better understanding, empathy, and appreciation between members of the entire team. Here are diversity, inclusion, equity, and belonging activities specially designed to build stronger, more inclusive teams where conversation is at the core:

1. Learn about what's shaped each member of your team

When a safe space to learn about each other is created, managers and peers get a chance to learn more about each other, build trust, and, ultimately, foster deeper collaboration.

Making the time to know more about what's been vital in shaping who they are — be it their backgrounds, defining moments, or other unique experiences — gives an opportunity for employees to share who they are. The act of being open, honest, and vulnerable is a great way to create meaningful connections, increase empathy, and improve professional relationships.

How managers can run a team building activity centered on learning about each other:

  • Ask everyone to think about the three defining personal or professional moments in their lives in separate post-its (remote teams can try a virtual whiteboard like Miro).
  • Go around the "table" and have each employee present these moments to the rest of the team, sharing their story to the degree to which they feel comfortable.
  • Create engagement by encouraging questions, and asking the team to share what their takeaways are from the exercise at the end of the activity.

Every day is an opportunity to learn more about our colleagues — and managers don't have to wait for diversity team-building activities to promote this. For example, taking five minutes before a weekly status to ask team members to share anything special they did could have a similar impact.

2. Foster understanding through perspective-taking

A team's collective differences are often what makes its strength. Recognizing that every employee's life experiences inform how they show up to work, and acknowledging the beauty in this, lets diverse team members know they can feel comfortable being themselves.

By incorporating diversity team-building activities built around sharing and receiving a variety of perspectives, team members are exposed to different ways to look at a situation. Perspective-taking exercises breed understanding, allowing colleagues to learn how to work better with each other and learn from one another.

Here's how managers can prompt perspective sharing:

  • Pair team members from different backgrounds and ask them to write about the challenges they believe the other person might face and why. This could also work in small groups.
  • Have members share these assumptions, and allow time for everyone to respond by sharing their perspectives.
  • Discussing these insights and how different they might be. As a team, encourage everyone to express what they learned that was surprising or eye-opening and how that may help the way they work together in the future.

It's easy to forget to take a beat and take perspective in the shuffle of the day-to-day hustle. When managers plan for moments that encourage everyone to consider other people's truths, they help unlock more knowledge than meets the eye.

Workleap Officevibe's one-on-one meeting templates contain great conversation prompts around challenges, diverse talents, and personal motivations.

3. Confront stereotypes head-on

Sometimes, the best approach is a straightforward one. The "I Am, But I Am Not" is an activity suggested by MIT and a great way to break down misconceptions by giving people a chance to self-identify while also addressing the stereotypes that can accompany these identifying factors.

Here's how to structure an “I Am, But I am Not” activity:

  • Have each employee fold a piece of paper in half to create two separate columns. This can be done on a virtual notepad.
  • In the first column, they write “I Am,” and in the second column, they write “I Am Not.” In between these two columns, write the word “But.”
  • Have the participants write common identifiers, such as gender, race, religion, or age, in the first column. Next to each statement and in the second column, have them write a false stereotype about each identifier (whether the stereotype is positive or negative). The final statement will read, “I am _____, but I am not _____.” which challenges common stereotypes associated with their identities.
  • Have every employee take turns sharing their statements with the rest of the team and have open and respectful discussions around stereotypes.

By sharing and discussing how everyone lives with labels, good or bad, teams confront unconscious biases together, challenge stereotypes, and promote a deeper understanding of each other's experiences.

4. Walk in someone else’s shoes

There is no better way to create empathy and understanding than to mentally walk in someone else’s shoes. Diversity team building activities that have employees role play with one another help consider different challenges others face and unlock deeper appreciation.

How managers can lead a team building activity where team members walk in each others' shoes:

  • Have team members share the different ways their personal identifiers or diverse backgrounds differentiate them.
  • Pair up team members who have contrasting profiles. For example, an employee who is native to the country could be paired with an employee who has immigrated.
  • Have everyone write a few lines on the distinct obstacles they believe the person they've been paired with could face. Then, have the pairs discuss these assumptions.
  • One by one, invite employees to share and discuss what they learned about the colleague they were paired with. Invite others to ask questions and engage to build on the conversation.

By promoting active reflection in group discussions, managers can guide their teams towards a more empathic mindset, foster positive behaviors between peers, and create a healthier, more inclusive environment for all.

5. Bring bias to the forefront

Hosting unconscious bias training should be made a standard as, whether we like it or not, we all have biases — positive or negative. This is normal and should be framed as an opportunity to learn about each other rather than as a divide.

One way to confront bias and reduce the use of non-inclusive language or behavior is to call it out and encourage others to do the same. And there are ways to frame this positively, without blame.

Managers can create a bias jar for team members:

  • Whenever bias is identified, have the individual who noticed it call it openly, either in person or on a team chat. For example, someone used gendered language when discussing a profession.
  • The company adds a dollar to the bias jar in the name of the employee who made the call out. The jar can be a virtual one.
  • At the end of the month, share the total submissions to the jar with the team. Make it an opportunity for a retrospective discussion on the learnings of the past month.
  • Use the funds collected to organize either a fun diversity team-building activity or donate to a diversity-focused organization.

Activities around biases encourage self-awareness, accountability, and ongoing conversations about bias in the workplace. Making these activities feel like a game with a reward also incentivizes participation.

Different employees have different needs. Distributing resources and support among team members in a way that provides fair opportunities for everyone helps employees feel they belong, regardless of their differences.

Here's how managers can promote equity within their teams:

  • Initiating discussions about workload distribution, access to development opportunities, and recognition for contributions is a must. This is essential to create a feedback loop of what works and doesn't work for some.
  • Encourage open dialogue about resource allocation during team meetings or one-on-one sessions to address concerns. Leverage anonymous surveys for unfiltered suggestions or valuable insights.
  • Based on feedback, adjust! This helps formulate the right strategies, as even the best managers may have unconscious biases influencing resource allocation decisions.

When managers adapt to their team's needs, it creates an environment where all employees are empowered to succeed.

Of course, transparency and fairness in resource allocation processes are key to promoting inclusivity. It's important to keep the conversation going and it shows employees' perspectives weigh in the decision-making process.

7. Cultivate a sense of belonging through team-building activities

Building a strong sense of belonging is the glue for teams. When employees feel strongly connected to their peers, it generates camaraderie and better collaboration.

Diversity team-building activities focused on community are a great way to enhance team bonding and remind everyone why working at their company is so much more than just "a job."

Here are ideas to cultivate belonging between team members:

  • Virtual social events, team days offsite, or casual gatherings after work encourage diverse team members to build relationships and share moments outside of work tasks.
  • Encourage team members who share similar backgrounds or interests to meet up and chat. This could be structured as formal internal groups or committees and gives colleagues a chance to help each other out.
  • Get everyone involved in working together on projects or ideas. This builds teamwork and reminds everyone that their contributions matter.
  • Give team members a chance to talk about their own experiences, stories, and cultural traditions. This helps us all learn from each other, celebrate diversity, and participate in team bonding moments. For example, employees can take turns each month the organize a special themed day.

By making team bonding activities as much of a priority as work-related activities, managers promote mutual appreciation and respect. The stronger team members feel about each other, the stronger teamwork and results become.

Expert tips for leaders to build an inclusive workplace

Leaders play a pivotal role in keeping everyone connected and giving everyone an equal say. Inclusive managers listen empathetically to their employees, advocate for them, and break down barriers when needed.

Michelle Kim, CEO of Awaken, a professional coaching and training service, is passionate about changing the face of diversity and inclusion efforts within organizations. Here are her three tips for leaders to build inclusivity and promote diversity in the workplace:

1. See employees as people, not just workers

There’s a tendency to think that an employee's identity in and out of the workplace are separate, but they’re not. Leaders need to demonstrate through words and actions that they acknowledge their employees as people, not just workers, to signal true appreciation for everyone's unique value.

By asking questions, showing keen interest, and providing support for employees' personal needs show that their happiness and safety at work are important to the company.

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Tip: Use a survey to find out what religious and cultural days or holidays are significant to your employees from different backgrounds and offer them the time off! Make this a part of company policy.

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2. Lead through tension

Remember that a workplace does not exist separately from the world, and world events affect your employees. Whether it touches on race, gender identity, religion, sexual orientation, or other identity-based issues, it’s key for managers to check in with their teams, for leadership members to make formal company statements, and for HR members to create a safe space to hold discussions or offer support.

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Tip: Keep your pulse on local and global news. When major events targeting specific communities occur, gather your team and let them know that you recognize the impact. Ask if anyone needs some time off, and remind them you have an open-door policy should they need to talk.

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3. Use your power to level the playing field

People look to their leaders to set the norm, demonstrated through decision-making processes, policies, and practices. Managers can model inclusive behavior by addressing non-inclusive language, enlisting in unconscious bias training, listening to and amplifying underrepresented voices, giving credit where credit is due, and delegating work equitably to give everyone the chance to shine.

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Tip: There's always room to learn, so annual diversity or disability awareness training sessions are great ways to show that leadership is equally invested in growing with their teams and the world.

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Meeting today's DEIB standards: Assessing where your strategies stand with Pulse Surveys

Inclusive and diverse teams are more innovative and adaptable and more engaged, committed, and productive. Investing in DEIB initiatives is a no-brainer. So, how can managers assess their strategies to know whether or not there is room to improve?

Feedback tools like safe, anonymous Pulse Surveys gather insights from employees to help inform action plans. Workleap Officevibe's DEIB Survey & Report is specially designed to help calibrate how your team members feel about representation and inclusivity at work.

It's a comprehensive questionnaire with questions like:

  • Do you think everyone gets fair treatment within our organization?
  • How would you rate our company's inclusive culture on a scale from 1 to 10?
  • Do managers offer equal opportunities to people of all different backgrounds?

That said, you can build your own DEIB survey. The secret is to make it a group effort and part of ongoing improvement. When leaders, managers, and employees are all on the same page about prioritizing DEIB, individuals and organizations thrive.

From flawed to flawless: 5 steps to leading distributed teams

What's in this article
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To be leaders in their industry, modern organizations recognize the need for a workforce representing today's society and its clientele. This is more than just about creating a feel-good story — it's a fundamental prerequisite for businesses to succeed.

As highlighted by Forbes, 80% of workers expect DEIB initiatives (diversity, equity, inclusion, and belonging) from their employers. The payoff moves beyond meeting moral standards, demonstrating that those who do are 35% more likely to see their teams outperform.

But creating a sense of inclusion and unity can be tricky, as there’s no one-size-fits-all approach to building diverse teams. Even the most progressive companies are constantly improving their systems and processes.

In this article, we'll explore what DEIB means today, why it matters, how managers and leaders can create a culture of belonging and inclusion, as well as practical strategies to build stronger, more connected teams.

The new meaning of DEIB (diversity, equity, inclusion, and belonging)

DEIB is the acronym for diversity, equity, inclusion, and belonging. The concept was previously referred to as "diversity and inclusion" but expanded to better reflect a more comprehensive understanding of modern, inclusive workplaces. The addition of equity and belonging acknowledges that representation alone isn't necessarily enough to address systemic inequalities and create true unity within a diverse workplace.

DEIB strategies — and their diversity and inclusion activities — all work together to ensure every team member feels valued, respected, and empowered to contribute in their own unique ways.

Diversity, inside and out

A team's diversity is more than just what's visible — like race, ethnicity, gender identity, and age. It's also about diversity of thought, personal background, and experience. Employers tap into the infinite ideas and perspectives unique individuals can bring by fostering diversity.

{highlight}

A single parent, for example, might have a creative solution to a problem at work thanks to how they've surmounted past challenges. There is so much value in pooling from different cultures and backgrounds.

{highlight}

Equity: Is it the same thing as equality?

Equity is often used interchangeably with equality, but it's not quite the same thing. Equality provides everyone the same support, while equity recognizes that diverse employees might require different levels of support or resources to have the possibility of achieving the same outcomes.

{highlight}

An access ramp would help an employee using a wheelchair get to the same floor level as stairs might for differently-abled team members. Of course, equity isn't just about physical support. This is why disability awareness training is beneficial for everyone.

{highlight}

Inclusion: Beyond representation

Today's understanding of inclusion is more than just passive representation. Inclusion activities proactively ensure every team member is heard, valued, and respected to feel supported in bringing their authentic selves to work.

{highlight}

Inclusion activities and efforts are more than just giving a seat at the leadership table to women of color, for example. It's about ensuring they get as much time to speak and share as anyone else, and their opinions are given the same weight within decision-making processes.

{highlight}

Belonging: More than just about inclusion

At the core, belonging is more than just about being included. Belonging is when employees feel a deeper sense of connection, acceptance, and camaraderie with their peers — fueling pride, engagement, and collaboration.

{highlight}

Celebrating diverse holidays and observances like LGBTQ+ Pride Month, or creating spaces for prayer, show intentional efforts to ensure all team members feel welcomed and increase cultural knowledge.

{highlight}

Meeting today's DEIB standards begins with the company culture. While many companies put their best efforts into recruiting a more diverse workforce, it’s the experiences created for employees that will ultimately drive their success. Workplace inclusion and diversity activities are essential to a company's continuous learning and improvement commitments.

There is no endpoint to improving DEIB — there is always more to learn and more to do.

Why are DEIB activities important for teams?

DEIB strategies are essential to keep employee engagement levels high. By creating an inclusive and respectful team culture, team members experience more fruitful collaboration, share their ideas more confidently, and benefit from stronger team bonding.

Taking a look at some insights from Workleap Officevibe's Pulse Surveys, we can observe a strong positive correlation between a company culture with strong DEIB values and:

  • Honest and transparent communication between peers
  • Involvement and collaboration opportunities
  • Teamwork and manager support
  • Responsibility and autonomy
  • Work satisfaction

Clearly, diversity and inclusion are inextricably linked to employee engagement, which directly impacts team performance. And to keep employees from diverse personal and cultural backgrounds engaged, there must be a sense of belonging for all.

That's why it’s so essential for organizations to be intentional in developing company cultures that not only value but actively embrace diverse perspectives, backgrounds, and approaches.

Keep reading for strategies and activities that help make that happen!

Who's responsible for promoting DEIB at work?

Ultimately, every individual in the workforce is responsible for making the people around them feel safe, included, and valued. This includes managers, team members, colleagues from other departments, upper leadership — everyone.

That said, values of diversity, equity, inclusion, and belonging need to be firmly established and ingrained within the work culture so that each employee feels compelled and responsible for upholding them.

The question is then: Who sets the standards on DEIB at work?

Setting a culture of DEIB from the top-down

A mistake that’s commonly made across all industries is that organizations leave it up to HR to foster an inclusive work environment. While that's partially true, it is up to all members in leadership roles to support DEIB strategies and be the gatekeepers of their application.

Business leaders need to play an active role in diverse team-building activities and strategies and not just delegate them, as this can inadvertently send the message that it isn’t a personal priority for them. HR members, managers, department leads, and executives should all actively be a part of and promote diversity, equity, inclusion, and belonging.

Managers, in particular, play a critical role in fostering inclusion within their teams. By leading by example, actively listening to employee concerns, and addressing bias and discrimination, managers can create a culture of trust, respect, and psychological safety where all employees feel valued and empowered to succeed. Managers directly impact the employee experience, so they must prioritize inclusion and demonstrate fairness in their management style.

A culture of DEIB starts top-down. Employees look up to leadership, not just for guidance on meeting organizational goals but also on values and ethics. It's up to the leaders to make diversity and inclusion activities central to both the operations and direction of their business and embody these values themselves.

Improving DEIB strategies from the bottom-up

While a company's DEIB values, policies, and structures are set by leadership members, culture comes alive through its employees. It takes effort from both the organizational and the team levels.

By fostering collaborative team dynamics, managers can enlist the ideas and support of their teams to ensure the success of DEIB strategies.

There exist incredible co-creation opportunities to improve DEIB strategies that leverage the perspectives of everyone. Collecting and listening to feedback, hosting diversity and inclusion workshops, creating open discussion forums, and having an internal DEIB committee are some of the ways leaders can leverage bottom-up planning.

Plus, including employees in culture-building efforts makes individuals feel even more respected and valued at work.

Fostering an inclusive environment for remote teams

As most organizations apply some form of remote work structure, be it having virtual teams across timezones or a hybrid work scheme, it's important not to take for granted the impact that DEIB still has on employees who aren't in a physical environment. Virtual diversity and inclusion are crucial for positive employee experiences all around.

While working remotely provides new opportunities to create work-life balance and well-being, it can also reinforce barriers to collaboration and connection if we’re not mindful. Managers must be proactive in addressing these challenges and creating a supportive atmosphere virtually where all team members feel included and engaged.

For example, employees who live alone might benefit from their ability to focus and be productive — but those who are less tech-savvy can end up spending more time navigating new tools, affecting their productivity. Equity in technology access can look different for everyone.

Tips for promoting inclusion and employee engagement across remote team members:

  • Remember that even if employees work from home, it's still important to make space to speak out about how they’re feeling and thinking.
  • Be mindful that remote team settings impact everyone differently. Offer support, mental health resources, and flexibility with schedules and workloads.
  • Keep check-ins regular, even if virtual. Treat these as you would in-person meetings, setting enough time aside and keeping these meeting commitments.
  • Encourage team members to check in with each other. Introduce employees to newcomers, and facilitate virtual inclusion team-building activities like social hours so everyone stays connected on a human level.
  • Use technology to your advantage! Video conferencing platform features like shared whiteboards and quizzes are ways to amp up virtual diversity and inclusion activities and make screen-to-screen interactions more interesting.

7 DEIB activities to promote diversity and inclusion across teams

Inclusion must exist from beginning to end in an employee lifecycle — from when someone sees your recruiter brand to when they leave your company. After all, DEIB strategies are only as good as their real-life application.

Indeed, it takes proactive efforts to create better understanding, empathy, and appreciation between members of the entire team. Here are diversity, inclusion, equity, and belonging activities specially designed to build stronger, more inclusive teams where conversation is at the core:

1. Learn about what's shaped each member of your team

When a safe space to learn about each other is created, managers and peers get a chance to learn more about each other, build trust, and, ultimately, foster deeper collaboration.

Making the time to know more about what's been vital in shaping who they are — be it their backgrounds, defining moments, or other unique experiences — gives an opportunity for employees to share who they are. The act of being open, honest, and vulnerable is a great way to create meaningful connections, increase empathy, and improve professional relationships.

How managers can run a team building activity centered on learning about each other:

  • Ask everyone to think about the three defining personal or professional moments in their lives in separate post-its (remote teams can try a virtual whiteboard like Miro).
  • Go around the "table" and have each employee present these moments to the rest of the team, sharing their story to the degree to which they feel comfortable.
  • Create engagement by encouraging questions, and asking the team to share what their takeaways are from the exercise at the end of the activity.

Every day is an opportunity to learn more about our colleagues — and managers don't have to wait for diversity team-building activities to promote this. For example, taking five minutes before a weekly status to ask team members to share anything special they did could have a similar impact.

2. Foster understanding through perspective-taking

A team's collective differences are often what makes its strength. Recognizing that every employee's life experiences inform how they show up to work, and acknowledging the beauty in this, lets diverse team members know they can feel comfortable being themselves.

By incorporating diversity team-building activities built around sharing and receiving a variety of perspectives, team members are exposed to different ways to look at a situation. Perspective-taking exercises breed understanding, allowing colleagues to learn how to work better with each other and learn from one another.

Here's how managers can prompt perspective sharing:

  • Pair team members from different backgrounds and ask them to write about the challenges they believe the other person might face and why. This could also work in small groups.
  • Have members share these assumptions, and allow time for everyone to respond by sharing their perspectives.
  • Discussing these insights and how different they might be. As a team, encourage everyone to express what they learned that was surprising or eye-opening and how that may help the way they work together in the future.

It's easy to forget to take a beat and take perspective in the shuffle of the day-to-day hustle. When managers plan for moments that encourage everyone to consider other people's truths, they help unlock more knowledge than meets the eye.

Workleap Officevibe's one-on-one meeting templates contain great conversation prompts around challenges, diverse talents, and personal motivations.

3. Confront stereotypes head-on

Sometimes, the best approach is a straightforward one. The "I Am, But I Am Not" is an activity suggested by MIT and a great way to break down misconceptions by giving people a chance to self-identify while also addressing the stereotypes that can accompany these identifying factors.

Here's how to structure an “I Am, But I am Not” activity:

  • Have each employee fold a piece of paper in half to create two separate columns. This can be done on a virtual notepad.
  • In the first column, they write “I Am,” and in the second column, they write “I Am Not.” In between these two columns, write the word “But.”
  • Have the participants write common identifiers, such as gender, race, religion, or age, in the first column. Next to each statement and in the second column, have them write a false stereotype about each identifier (whether the stereotype is positive or negative). The final statement will read, “I am _____, but I am not _____.” which challenges common stereotypes associated with their identities.
  • Have every employee take turns sharing their statements with the rest of the team and have open and respectful discussions around stereotypes.

By sharing and discussing how everyone lives with labels, good or bad, teams confront unconscious biases together, challenge stereotypes, and promote a deeper understanding of each other's experiences.

4. Walk in someone else’s shoes

There is no better way to create empathy and understanding than to mentally walk in someone else’s shoes. Diversity team building activities that have employees role play with one another help consider different challenges others face and unlock deeper appreciation.

How managers can lead a team building activity where team members walk in each others' shoes:

  • Have team members share the different ways their personal identifiers or diverse backgrounds differentiate them.
  • Pair up team members who have contrasting profiles. For example, an employee who is native to the country could be paired with an employee who has immigrated.
  • Have everyone write a few lines on the distinct obstacles they believe the person they've been paired with could face. Then, have the pairs discuss these assumptions.
  • One by one, invite employees to share and discuss what they learned about the colleague they were paired with. Invite others to ask questions and engage to build on the conversation.

By promoting active reflection in group discussions, managers can guide their teams towards a more empathic mindset, foster positive behaviors between peers, and create a healthier, more inclusive environment for all.

5. Bring bias to the forefront

Hosting unconscious bias training should be made a standard as, whether we like it or not, we all have biases — positive or negative. This is normal and should be framed as an opportunity to learn about each other rather than as a divide.

One way to confront bias and reduce the use of non-inclusive language or behavior is to call it out and encourage others to do the same. And there are ways to frame this positively, without blame.

Managers can create a bias jar for team members:

  • Whenever bias is identified, have the individual who noticed it call it openly, either in person or on a team chat. For example, someone used gendered language when discussing a profession.
  • The company adds a dollar to the bias jar in the name of the employee who made the call out. The jar can be a virtual one.
  • At the end of the month, share the total submissions to the jar with the team. Make it an opportunity for a retrospective discussion on the learnings of the past month.
  • Use the funds collected to organize either a fun diversity team-building activity or donate to a diversity-focused organization.

Activities around biases encourage self-awareness, accountability, and ongoing conversations about bias in the workplace. Making these activities feel like a game with a reward also incentivizes participation.

Different employees have different needs. Distributing resources and support among team members in a way that provides fair opportunities for everyone helps employees feel they belong, regardless of their differences.

Here's how managers can promote equity within their teams:

  • Initiating discussions about workload distribution, access to development opportunities, and recognition for contributions is a must. This is essential to create a feedback loop of what works and doesn't work for some.
  • Encourage open dialogue about resource allocation during team meetings or one-on-one sessions to address concerns. Leverage anonymous surveys for unfiltered suggestions or valuable insights.
  • Based on feedback, adjust! This helps formulate the right strategies, as even the best managers may have unconscious biases influencing resource allocation decisions.

When managers adapt to their team's needs, it creates an environment where all employees are empowered to succeed.

Of course, transparency and fairness in resource allocation processes are key to promoting inclusivity. It's important to keep the conversation going and it shows employees' perspectives weigh in the decision-making process.

7. Cultivate a sense of belonging through team-building activities

Building a strong sense of belonging is the glue for teams. When employees feel strongly connected to their peers, it generates camaraderie and better collaboration.

Diversity team-building activities focused on community are a great way to enhance team bonding and remind everyone why working at their company is so much more than just "a job."

Here are ideas to cultivate belonging between team members:

  • Virtual social events, team days offsite, or casual gatherings after work encourage diverse team members to build relationships and share moments outside of work tasks.
  • Encourage team members who share similar backgrounds or interests to meet up and chat. This could be structured as formal internal groups or committees and gives colleagues a chance to help each other out.
  • Get everyone involved in working together on projects or ideas. This builds teamwork and reminds everyone that their contributions matter.
  • Give team members a chance to talk about their own experiences, stories, and cultural traditions. This helps us all learn from each other, celebrate diversity, and participate in team bonding moments. For example, employees can take turns each month the organize a special themed day.

By making team bonding activities as much of a priority as work-related activities, managers promote mutual appreciation and respect. The stronger team members feel about each other, the stronger teamwork and results become.

Expert tips for leaders to build an inclusive workplace

Leaders play a pivotal role in keeping everyone connected and giving everyone an equal say. Inclusive managers listen empathetically to their employees, advocate for them, and break down barriers when needed.

Michelle Kim, CEO of Awaken, a professional coaching and training service, is passionate about changing the face of diversity and inclusion efforts within organizations. Here are her three tips for leaders to build inclusivity and promote diversity in the workplace:

1. See employees as people, not just workers

There’s a tendency to think that an employee's identity in and out of the workplace are separate, but they’re not. Leaders need to demonstrate through words and actions that they acknowledge their employees as people, not just workers, to signal true appreciation for everyone's unique value.

By asking questions, showing keen interest, and providing support for employees' personal needs show that their happiness and safety at work are important to the company.

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Tip: Use a survey to find out what religious and cultural days or holidays are significant to your employees from different backgrounds and offer them the time off! Make this a part of company policy.

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2. Lead through tension

Remember that a workplace does not exist separately from the world, and world events affect your employees. Whether it touches on race, gender identity, religion, sexual orientation, or other identity-based issues, it’s key for managers to check in with their teams, for leadership members to make formal company statements, and for HR members to create a safe space to hold discussions or offer support.

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Tip: Keep your pulse on local and global news. When major events targeting specific communities occur, gather your team and let them know that you recognize the impact. Ask if anyone needs some time off, and remind them you have an open-door policy should they need to talk.

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3. Use your power to level the playing field

People look to their leaders to set the norm, demonstrated through decision-making processes, policies, and practices. Managers can model inclusive behavior by addressing non-inclusive language, enlisting in unconscious bias training, listening to and amplifying underrepresented voices, giving credit where credit is due, and delegating work equitably to give everyone the chance to shine.

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Tip: There's always room to learn, so annual diversity or disability awareness training sessions are great ways to show that leadership is equally invested in growing with their teams and the world.

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Meeting today's DEIB standards: Assessing where your strategies stand with Pulse Surveys

Inclusive and diverse teams are more innovative and adaptable and more engaged, committed, and productive. Investing in DEIB initiatives is a no-brainer. So, how can managers assess their strategies to know whether or not there is room to improve?

Feedback tools like safe, anonymous Pulse Surveys gather insights from employees to help inform action plans. Workleap Officevibe's DEIB Survey & Report is specially designed to help calibrate how your team members feel about representation and inclusivity at work.

It's a comprehensive questionnaire with questions like:

  • Do you think everyone gets fair treatment within our organization?
  • How would you rate our company's inclusive culture on a scale from 1 to 10?
  • Do managers offer equal opportunities to people of all different backgrounds?

That said, you can build your own DEIB survey. The secret is to make it a group effort and part of ongoing improvement. When leaders, managers, and employees are all on the same page about prioritizing DEIB, individuals and organizations thrive.

Equip HR and managers with tools to engage, recognize, and drive performance.

Related content

When you hear "performance review," what comes to mind? As a manager, do you think of it as a once-a-year task that's just part of your checklist? Or perhaps, do you think of it as a laborious process with no clearly useful output?

Rest assured; the performance review process can be utilized strategically and absolutely be done in a way that is structured, effective, and impactful.

In this article, you'll find your ultimate guide to employee performance reviews. We'll walk you through the essential steps involved in conducting effective performance reviews and provide guidance on what a successful review should look like — before, during, and after. When done right, they can contribute to employee growth, development, and higher business performance.

Here is everything you need to conduct successful employee performance reviews

What is an employee performance review?

Let's first cover the basics. At its core, a performance review is a structured process that evaluates an individual's job performance and provides constructive feedback. Performance reviews are an essential part of the performance management process and support goal-setting, monitoring, and accountability.

Traditionally, a performance review has been an annual event, but in the modern workplace, with continuous performance management gaining traction, performance reviews have taken different forms — be it regular check-ins or ongoing feedback to foster employee development and improvement. In this new era of performance management, managers become more like coaches who empower their employees to reach their full potential.

👉 Find our guide to the modern way of conducting performance reviews with insightful tips and case studies to get inspired.

Why are employee performance reviews important?

Performance reviews don't have to be complicated, just as long as you don't undervalue their power either. They offer numerous benefits for both individuals and organizations at every level. They:

  • Improve communication
  • Identify strengths and weaknesses
  • Facilitate goal setting
  • Enhance employee engagement
  • Strengthen employee-manager relationships

By investing in performance reviews, you pave the way for continuous improvement and foster a more positive work culture.

Key elements of an effective performance review

Performance reviews play a crucial role in driving employee growth and development while contributing to higher business performance. To conduct impactful performance reviews, it's essential to incorporate key elements that foster a supportive, collaborative, and ultimately thriving environment.

Here are the key elements of an effective performance review process:

Frequent review cycles

Break away from the anxiety-inducing annual performance review and normalize conversations about performance. Implementing regular review cycles allows for ongoing feedback, ensuring employees stay on track and have the opportunity to grow continuously.

For example, quarterly or monthly check-ins provide timely feedback and help address any performance gaps promptly.

Two-way conversations

Performance reviews shouldn't be one-sided. By involving employees in two-way conversations, you demonstrate that their opinions and insights are valued, fostering a sense of ownership and engagement.

Encourage open dialogue and create a space for employees to share their perspectives, offer suggestions, and actively participate in the review process.

Focused on improvements

Modern performance reviews shift the focus from dwelling on past mistakes to emphasizing growth and development. By adopting a forward-thinking approach, you inspire a growth mindset and create a culture that supports continuous learning and development.

Encourage employees to reflect on their experiences, learn from them, and set goals for improvement.

Transparent and honest

Transparency and honesty are paramount in fostering trust between managers and employees. Establish clear communication channels to ensure employees understand how their performance is being assessed and how feedback will be provided.

Transparency also involves clearly communicating the evaluation criteria and ensuring employees have access to the necessary resources for improvement.

Fair and objective review process

A fair and objective review process is essential for employee morale and engagement. Use standardized evaluation criteria that are consistently applied across the organization. This helps maintain fairness and ensures that employees feel their performance is evaluated on an equal basis.

Objective evaluations foster trust and provide employees with a sense of confidence in the review process.

How to prepare for a performance review

To conduct an effective performance review, managers need to prepare in advance. Here are the key prep steps to get ready:

1. Align on performance evaluation criteria

Performance evaluations require a clear understanding of the criteria and metrics used to assess employee performance. It's essential for managers and employees to have a shared understanding of what constitutes good or poor performance.

For example, you might establish criteria such as meeting project deadlines, demonstrating strong communication skills, or displaying proactive problem-solving abilities. By aligning these criteria, you can ensure fairness and consistency in your evaluations.

2. Gather employee data and examples

To provide meaningful performance feedback, gather relevant qualitative and quantitative data, as well as examples that illustrate an employee's performance.

There are different methods of performance evaluation, all of which can be pooled to build a comprehensive performance picture. Qualitative data can come from employee self-evaluation, peer reviews, or supervisor assessments. Whereas quantitative data can come from sales figures or other productivity metrics.

By collecting a range of data and examples, you'll have a well-rounded view of the employee's performance that considers all factors — not just numbers.

3. Use a performance review template

Templates exist for a reason. They provide a pre-existing structure from which you can build on and customize. They also save you time!

Performance review templates provide a set of targeted questions that guide you through each aspect of the review, ensuring you cover all relevant areas with your employee. Using a template saves prep time and helps maintain consistency across each team member's evaluation. It also ensures that no important topics or questions are overlooked.

Officevibe includes performance review templates designed to make the review process even more streamlined, effective, and data-driven.

A preview of Officevibe's employee performance review template
Use performance review templates in Officevibe.

4. Prepare a meeting agenda

Before the performance review meeting, create a detailed agenda to guide the discussion. Outline the specific topics you want to cover, such as achievements, areas for improvement, and future goals. Consider including specific examples or projects to discuss during the meeting.

Having a clear agenda helps keep the conversation focused and ensures that all important points are addressed. It also shows employees that you have taken the time to prepare and value their performance.

👀 Check out our one-on-one meeting agendas that cover most manager-employee scenarios, including performance reviews, performance improvement plans, career development, and more!

5. Schedule your performance review meeting

Set a date and time for the performance review that works for both you and the employee. Choose a time when you can give your undivided attention and create a comfortable environment for open and honest conversation.

Avoid scheduling the review during particularly busy or stressful periods to ensure you can devote sufficient time and attention to the discussion. Scheduling the meeting in advance demonstrates your commitment to the employee's growth and development.

By following these steps and adequately preparing for the performance review, you set the stage for a productive and valuable discussion with your employees. Effective preparation ensures that you have the necessary information, structure, and focus to provide meaningful feedback and pave the way for future growth.

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How to conduct an employee performance review

Now that you're prepared, let's explore how to conduct an effective performance review. This is the time to engage in a productive conversation that supports employee growth and development.

The following guidelines provide the performance review framework you need to promote employee development, foster positive relationships, and drive organizational success:

1. Set a positive and constructive tone during the review

Approach the review with a supportive and coaching mindset. It's critical to create a safe space for open dialogue, which fosters collaboration much better than when employees don't feel like they have input. Remember that the goal is to empower employees in their future performance by emphasizing what they are capable of rather than reinforcing what they may not be doing well enough.

2. Share positive feedback and recognition

Similar to the compliment sandwich approach, balancing positive feedback with areas for improvement can go a long way. Make sure to share your own feedback and words of acknowledgment to strengthen your manager-employee bond. Additionally, pass on any feedback you received from other colleagues or leaders, which could help the employee feel valued and appreciated.

3. Offer constructive feedback

Discuss any performance challenges or areas of underperformance directly and constructively. By framing things in a constructive way and using specific examples to illustrate your points, you provide more actionable solutions for growth. Navigate difficult conversations with empathy and a focus on finding solutions together.

Need the inspiration to find high-quality feedback? Here are 22 constructive feedback examples and tips to help you deliver feedback that gets results.

4. Give specific examples

By providing specific examples, you can ensure clarity and facilitate productive discussions. Make sure to back up your feedback with concrete examples to make it more impactful and actionable. Contextualizing feedback with current and past performance examples, helps employees understand the specific behaviors or situations that need improvement or reinforcement.

5. Address performance challenges

During the review, address any performance challenges or areas of underperformance directly and constructively. There are many ways to approach poor work performance issues, just remember to lead these conversations with empathy and a focus on finding solutions. By addressing challenges head-on, you can work together with the employee to identify strategies for improvement and growth.

Granted, some conversations are a little bit more difficult than others. Hey, managers are only human. Read our difficult conversation tips to ensure the message (and solution) isn't getting lost in translation.

6. Listen actively

During the performance review, practice active listening to show genuine interest in the employee's perspective. Pay attention to their thoughts, concerns, and aspirations. By actively listening, you create an environment where employees feel heard and valued, fostering trust and engagement.

Active listening is definitely one of those skills that can help anyone in all areas of life — not just at work! So read our tips on how to practice the art of good listening.

7. Define the next steps

Collaborate with the employee to identify actionable next steps. This could look like:

  • Creating a development plan
  • Setting clear goals for improvement
  • Adjust existing performance targets as necessary

By involving employees in the process of defining the next steps, you empower them to take ownership of their growth and development.

Remember, conducting a performance review is not just a one-time event but part of an ongoing performance management system. Ultimately, ensuring continuous feedback and regular check-ins throughout the year helps set, align, and adjust employee goals when appropriate, which contributes to employee growth and success.

What to do after a performance review

The performance review doesn't end with the meeting. Here's what you can do to ensure continuous improvement and growth.

1. Follow up on the next steps

After the performance review, it's crucial to stay involved and provide ongoing support. Follow up on the next steps that were identified during the review. Schedule frequent one-on-ones and other touchpoints to monitor progress and measure results. This demonstrates your commitment to the employee's growth and helps ensure they are on the right track toward achieving their goals.

🤔 Not sure how often to schedule one-on-ones? Find your best formula for one-on-one frequency.

For example, if one of the next steps identified during the review was for the employee to improve their time management skills, you can schedule a follow-up meeting a month later to discuss their progress. During this meeting, you can ask specific questions about their strategies for improving time management, inquire about any challenges they may have encountered, and provide additional guidance or resources if needed.

By following up on next steps, you show that you are invested in your employees' success and provide an opportunity for course correction or further development.

2. Keep the performance conversation going

Embrace the beauty of continuous performance cycles by conducting regular check-ins and one-on-one meetings. These ongoing conversations provide opportunities to discuss progress, address challenges, and provide timely feedback. By maintaining an open line of communication, you can support employees in their growth journey and ensure that performance remains a priority.

For example, you can schedule bi-weekly or monthly one-on-one meetings with your employees to discuss their ongoing projects, address any obstacles they may be facing, and provide guidance or feedback. These meetings create a space for employees to share their achievements, seek guidance on their work, and discuss any new challenges that may have arisen, to assess at your next employee performance review. By keeping the performance conversation going, you demonstrate your commitment to their development and create an environment where continuous improvement is encouraged.

Officevibe supports continuous performance management. This feature provides tools and resources to facilitate ongoing feedback, goal tracking, and one-on-one meetings!

Effective performance review phrases to use in your next review

Crafting meaningful feedback is key to a successful performance review. Here are some examples of performance review phrases, be them appraisals or constructive, to inspire your next review:

  • Creativity: "Your innovative thinking has led to impressive solutions, pushing our team to new heights."
  • Communication: "Your clear and concise communication style has greatly improved team collaboration and project outcomes."
  • Accountability: "You consistently take ownership of your responsibilities, delivering results with a high level of accountability."
  • Productivity: "Your exceptional time management skills and efficient work habits have significantly increased productivity within the team."
  • Collaboration: "Your collaborative approach fosters a positive team environment, encouraging open communication and idea-sharing."
  • Coaching: "Your dedication to mentoring team members has empowered them to grow and excel in their roles."
  • Areas of improvement: "To further enhance your performance, focusing on improving your presentation skills will help you engage stakeholders more effectively."
  • Problem-solving: "Your analytical thinking and resourcefulness have consistently resulted in creative problem-solving and successful outcomes."

Again, following up on any performance feedback with specific examples will make the feedback itself more impactful by giving it context. This will also show the employee you gave the feedback thought. For example, you could pair praise about problem-solving with something along the lines of: "Last month, when we had an issue with project X, you managed to fix this by doing A, B, and C and that ensured we could deliver on time! Thank you."

⭐️ Find more examples of employee feedback that creates an impact, especially relating to more sensitive issues like the need for additional training or failing to meet deadlines, and best practices for delivering them.

Use performance management software

Theoretically, you can master your performance review approach all on your own. Logistically, however, there are ways you can make the entire performance management process infinitely easier for yourself (and your employees).

Performance management software like Officevibe turns the review process into a fun and dynamic aspect of the employee experience. With data-driven features such as goal setting, continuous feedback, and performance tracking, it simplifies, streamlines, and enhances the entire performance review process, making it fair, efficient, and engaging for both managers and employees.

By utilizing performance review software, you can maximize the benefits of performance management, foster employee development, and cultivate a positive work culture.

Elevate growth, engagement, and success with Officevibe

Mastering the art of employee performance reviews is essential for managers looking to drive growth, engagement, and success within their teams. By following the key steps outlined in this guide, you can conduct effective performance reviews that inspire improvement, empower employees, and contribute to overall organizational success.

Remember, performance reviews should be a collaborative and continuous process that prioritizes growth, feedback, and open communication. Embrace the opportunity to support your employees' development and create a culture of excellence!

MONTRÉAL — Nov. 25, 2024 — Workleap, a leading Canadian software company behind products that empower 20,000 companies in more than 100 countries to build better employee experiences, announces its fall platform release introducing new solutions and integrated features into an all-in-one simple-to-use platform. This release marks a new milestone in Workleap’s ongoing commitment to transform the employee experience by empowering HR leaders to drive organizational performance and achieve business goals.

Workleap’s comprehensive platform helps HR lead organizations to thrive in the modern setting of hybrid, remote, and distributed work environments. The consolidated solution for understanding employee engagement, driving performance, and developing employees is the best add-on to your existing HRIS and HR technology, allowing companies to add simple experiences across the employee lifecycle. Bringing these functions together in one platform, Workleap enables HR professionals to create a more responsive, agile and employee-centric work environment.

What's New

  • Workleap Performance streamlines performance management reviews and enables HR teams to guide managers to provide meaningful feedback, align teams with business goals, and easily track progress—all in one place.
  • Workleap Pingboard, an intuitive org-chart, visualization, and company building solution, will be integrated within the Workleap platform before the end of the year.
  • Integrated tools to help HR: Easily visualize employee engagement data within your org chart, streamline onboarding and learning workflows, accelerate content creation with AI designed for HR, and launch custom surveys across the employee journey.
  • Unmatched value: Game-changing bundled pricing lowers the barrier for HR teams of any size to enhance the employee experience.

Why It Matters

Hybrid work has completely reshaped the role of HR. It’s no longer just about managing employees—it’s about building the right frameworks, fostering authentic connections, and leveraging tools that drive meaningful outcomes,” said Simon De Baene, Co-founder and CEO of Workleap. “At Workleap, our mission is clear: make work simpler. The Workleap platform brings together the tools HR teams and leaders need to focus on what matters most—creating workplaces where people feel supported, connected, and empowered to grow. By continuing to invest in our platform, we’re accelerating innovation with solutions like Workleap Performance—designed to be simple, effective, and built to keep HR and leaders ahead as the future of work evolves.”

To learn more about Workleap’s employee experience platform, visit workleap.com.

About Workleap
Workleap is the best add-on to your HRIS to build better employee experiences. The all-in-one Workleap platform empowers organizations to make work simpler by unifying onboarding, engagement, performance, and development —in one platform.

Workleap is a Montréal, Canada-based company building the operating system for hybrid work—unifying the experience to streamline talent management and scale productivity tools across 20,000 companies in more than 100 countries.

Media Contact
Jaclyn Pullen
PANBlast for Workleap
workleap@panblastpr.com

At Workleap, we believe that strong employee experiences stem from three core HR actions:  

  • Understand how your employees feel to make them feel heard.  
  • Help managers to connect their teams and drive them to perform.  
  • Develop your employees, grow their careers, and help them deliver for your business.  

HR work should be human work, supplemented by the right tools.    

It sounds simple (and appealing, no?), but the reality is, finding a simple software solution to unify and streamline this work is like finding a needle in a haystack.   

Refreshingly simple employee experience software  

According to HR.com's State of Today's HR Tech Stack and Integrations 2024 report, 37% of respondents are juggling five to eleven (or more) paid HR solutions in their tech stacks. Your job is certainly complex — but the last thing you need is to manage endless tools and increase costs.  

Workleap's employee experience platform brings the simplicity you're looking for — one solution to unify and streamline everything you need understand your people, connect teams, drive performance, and develop careers. 

Engagement surveys, anonymous feedback, performance management, new employee onboarding, learning management, and career progression — yes, all of this, in one place! It seamlessly integrates with your existing HRIS, adding a layer of simple (and consistently used) experiences. 

And with such a breezy setup, you finally have the breathing room to collect the right inputs, take time to analyze and reflect, and plan concrete actions.  

Hybrid work has completely reshaped the role of HR. It’s no longer just about managing employees—it’s about building the right frameworks, fostering authentic connections, and leveraging tools that drive meaningful outcomes. At Workleap, our mission is clear: make work simpler. The Workleap platform brings together the tools HR teams and leaders need to focus on what matters most—creating workplaces where people feel supported, connected, and empowered to grow. By continuing to invest in our platform, we’re accelerating innovation with solutions like Workleap Performance—designed to be simple, effective, and built to keep HR and leaders ahead as the future of work evolves. - Simon De Beane, CEO and Founder at Workleap 

A main takeaway from the HR.com report is that employee experience is the top priority that businesses want to address with their tech stack. Over half of respondents don't have any capabilities at all!   

We know you know it's time to boost your employee experience. And here's how you do it.   

Understand your people. Make them feel heard.  

Listening is a basic human skill — but in the HR context, it's taken to a whole new level. 

Continuous employee listening involves:   

  • Providing a safe space for employees to answer questions and provide feedback   
  • Acknowledging and analyzing employee responses  
  • Actioning on employee feedback and communicating changes  

Ensuring your people feel heard is a key element of employee listening. As McKinsey senior partner, Carolyn Dewar, says: “You need to genuinely listen and learn, because the organization will sense if you are asking questions but not interested in the answers.” 

While there are many moving parts, continuous listening should be top priority because it goes hand in hand with one of HR's key metrics, employee engagement. In fact, highly engaged employees are three times more likely to say they feel heard at their workplace (92%) than highly disengaged employees (just 30%).   

Good news is, there are tools out there that help you collect constant feedback, regardless of location or time zone.   

How Workleap helps amplify your listening skills   

In a recent Workleap webinar, we brought in HR experts to break down effective listening. (Here's the link to the guide they created for attendees.)  

During the webinar, we talked about the how: How can HR leaders hear and analyze the perspectives of hundreds (or thousands) of employees? Their answer? Find yourself a really good survey and feedback tool.   

Cue: Workleap Officevibe’s engagement surveys and anonymous feedback.  

Both tools offer a safe space and an easy user experience to increase employee participation rates, which means greater insights for you! More recently, we updated our pulse survey tool to enable flexible listening. Now, you can deactivate or add custom questions to help you measure what matters to your organization. 

My team and I enjoy using Workleap Officevibe because we can instantly view our department's engagement temperature while continuously addressing learning and implementing strategies based on employees' voices. - Sivakumar Muniandy, Head of Singapore Contact Centre Operation, AIA Shared Services 

To close the loop, we recommend sharing updates with your people on what you're hearing and doing to address their needs. Open communication is key!  

Connect teams and drive performance 

Patrick Lencioni, author of The Five Dysfunctions of a Team: A Leadership Fable, captures the power of alignment and connection perfectly when he wrote: 

“If you could get all the people in an organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time.” 

When your people are connected, you’re a force to be reckoned with. Without this, the business goes nowhere. People work inefficiently. Decisions are made more slowly. Alignment ensures everyone works in lockstep. And that can make a big difference on revenue. 

What can you do, as an HR leader of a hybrid organization, to connect your teams from the comfort of your home office? Read on.  

How Workleap helps you connect and drive performance 

When you crack the code for driving alignment, you'll discover endless opportunities. There are many ways to get individuals and teams together and moving in the same direction.   

One way is through performance management. Once organizational goals are defined, then all other individual and team goals can feed this North Star.   

The reality is, however, that many HR pros are struggling to find a performance management solution that blend the flexibility needed to adapt to changing needs with the simplicity and user-friendliness that fosters widespread adoption and efficiency. 

With our new Workleap Performance product, you can finally have a flexible and customizable framework to build performance cycles that fit like a glove. You can easily customize questions and evaluation criteria that align with your organizational goals, mission, and values — while still ensuring a consistent and fair process across managers and teams.   

Another way to align people — that's especially valuable for hybrid or remote workforces and incredibly easy to implement — is by helping people connect with the right collaborators across their company. A tool as simple as a dynamic org chart and employee directory can foster faster relationships by showing who you need to speak with to progress your work.   

With Workleap Pingboard you can instantly improve alignment by fostering connections between employees, streamlining resource planning, and improving internal communications.   

Foster continuous learning and development  

Employees care about learning, development, and growth opportunities. This isn't new news.   

We've seen the data, too. When an organization provides these opportunities, great talent flocks and they stick around. According to the LinkedIn Workplace Learning Report 2024, organizations with strong learning cultures have a +57% retention rate and +23% internal mobility rate.   

Talent development starts from day one and it can be tackled with a strong onboarding process. Fresh training and courses will keep people engaged and growing.   

But we know the behind-the-scenes work of an L&D program — planning, managing, and tracking — can be time-consuming, hard to scale, and frustrating to maintain.   

How Workleap helps you develop talent at scale  

The secret to scaling your learning, development, and growth programs is leveraging AI, tried-and-tested templates, and other tools that remove the heavy lifting, so you can focus on the big picture: building a culture of continuous learning.   

Workleap Onboarding, Workleap LMS, and Workleap Skills all offer templates, automation, and AI to streamline manual admin processes and reduce busywork.  

Need to create new safety training? Hop into Workleap LMS and leverage AI to create a course outline in minutes with a few simple prompts. Want to integrate this course into your new hire's onboarding plan that you just built in Workleap Onboarding? Easy peasy! 

Unifying these product experiences isn’t just great for you — it also helps new hires transition smoothly from onboarding to role-specific training.  

When onboarding, training, and career plans are easier to create and manage, you'll see higher engagement — from your HR team, managers, SMEs, and employees. 

All you need to build impactful employee experiences 

With Workleap's unified platform, you have all you need to tackle the key areas of the employee experience:  

  • Understand how your employees feel to make them feel heard with Workleap Officevibe 
  • Help managers connect their teams and drive them to perform with Workleap Pingboard and Workleap Performance.  
  • Develop employees, grow their careers, and help them deliver for your business with Workleap LMS, Workleap Onboarding, and Workleap Skills 

Let's get back to the work we love to do, simply.