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Managing employees with ADHD: Neurodiversity at work part 2

Read Neurodiversity in the workplace part 1: Why is this important?

More and more adults are getting diagnosed with ADHD, which means more and more people are managing employees with ADHD. Women, in particular, are being diagnosed later in life. Their predominantly inattentive or combined type was frequently ignored because it didn’t cause problems for other people. This is also true for those of us who identify as non-binary and trans.

As we develop greater understandings of neurodiversity, awareness is building around symptoms. These can include brains that won’t switch off, or struggling to concentrate on uninteresting tasks.

Symptoms can differ depending on people’s history, culture, age, gender, and more. They can also differ based on the type of ADHD that a person has (hyperactive, inattentive, or combined). The medical establishment previously called the inattentive form of ADHD, attention deficit disorder, or ADD.

In some countries, not everyone can afford to get an official diagnosis. Others may get stuck on a long waiting list. 

Accommodating these individuals even without medical verification, and finding ways to work with them, can lead to increased morale across the team. In addition, it can boost productivity with tasks completed more quickly and efficiently, and generate more creative ideas.

But these things only happen if you work with your employee, not force them to work in the way that you think is best.

So, what can you do to ensure you’re successful at managing employees with ADHD? Here are some tips.

Research

While research may seem like an obvious thing to do, it’s often forgotten. 

But if you have an employee struggling with a health condition you know little about —or that you only have assumptions about—researching the condition is an important step that will enable you to assist and encourage them in the right way. New studies are coming out all the time; understanding the results shows you care about your employees’ lives and want to support them.

One of the big reasons for this lack of awareness is that ADHD is often misinterpreted or misdiagnosed. Most studies have centered white boys, which means there’s little understanding of how ADHD affects adults, other genders, or POC.

Someone being a relentless fidget isn’t the only symptom of ADHD. It’s not as simple as them constantly disrupting classrooms or meetings.

Understanding the nuances that come with a condition like ADHD is really important if you want to be supportive when managing employees with ADHD.

ADHD looks and feels different for everyone, and can change over time depending on what’s happening in a person’s life.

Use the right language

Using the right terminology can be hard, especially when you’re learning new words and phrases you’ve never needed before. This dictionary is a really helpful reference.

The most important thing to remember is that it’s okay to get things wrong. Make it clear that you want to be corrected, too. This shows your employee that you’re open and willing to learn.

Don’t say phrases like, “we’re all a little ADD/ADHD”

Phrases like, “we’re all a little ADD,” or “we’re all a little OCD,” downplay the detrimental and lifelong impact these conditions can have on someone’s life. 

Yes, these conditions often operate on a scale. 

But if you haven’t lived with the condition, or don’t know someone with it, you can’t know what the impact of that condition actually is. (Which is part of why research helps, but the impact will still vary from person to person.)

It’s your job to be supportive of employees with different conditions. Using inclusive, supportive language is a big part of that. 

The language we use can reflect how we think and feel much more than we realize, so it’s important that we educate ourselves.

Listen to what they need

It’s all too easy to suggest meditation or exercise as ways for people to control, or mitigate, their brains. But it isn’t always about controlling or mitigating the fact that someone’s brain works differently.

An ADHD brain can be a superpower in the right environment. It can make someone more creative, empathetic, honest, insightful, and observant. But employees can only embrace those powers if they’re offered the right support.

So, instead of forcing them to work in a way that works for you, or the business, find a way that works for them. Let them tell you what they need; don’t make assumptions.

If you—or they—aren’t sure of what those solutions could look like, check out resources such as ADHD 2.0 and How to ADHD.

Don’t micromanage

Supervisors may be tempted to micromanage when an employee isn’t fulfilling their potential, or is feeling overwhelmed. But this can lead to further frustrations for everyone.

Micromanaging says to an employee that you don’t trust them. It’s understandable if they’re missing targets, but instead ask them what’s going on and how you can support them. Maybe they need fewer responsibilities, more responsibilities, or an alternative way of doing something.

Break tasks down

ADHD can make it challenging to get things done. Breaking tasks down can really help with this process, as it triggers the brain’s reward response, something which ADHD loves. The more often you can trigger this response, the happier it’ll be.

Imagine that you’ve got a report to put together, and your employee with ADHD is in charge of it. Instead of saying ‘project manage this report,’ break it down into each step that needs to be done. This could include planning, drafting, editing, designing, marketing, etc. Then, assign dates to each task. 

This makes it easier for you to track what’s happening. It also allows them to feel like they’ve accomplished something sooner, triggering that reward response. Plus, it will help reduce the feelings of overwhelm or intimidation that can lead to procrastination on big projects.

Tools like Trello, Milanote, or even a physical planner can be useful to help them—and you—track deadlines and progress.

Give clear (positive and negative) feedback

Most people, when they give someone feedback, only focus on the negative. Or they use a ‘compliment sandwich,’ which can be very transparent. 

Instead of either of these approaches, just be honest! 

Share what you like about what they’ve done or how they’ve done things, then suggest areas where they could improve. 

And include them in the process of identifying how they could improve. 

Give them time to go away and research ways they can improve on the identified issues. Don’t immediately expect them to have answers if they didn’t know that adhering to deadlines was an issue for them. 

There’s no harm in you both going away to do research using resources like the ones mentioned above, to find solutions that work for everyone.

Conclusion

A diverse workforce is one that can be more creative, better at solving problems, and happier to go to work every day. That can only happen if employees are provided with the right support, though. And that support comes from an understanding of the fact that everyone thinks, feels, and prefers to work in a different way.

One final way to enhance your company’s efforts around managing employees with ADHD is through employee communities. Providing additional colleague support can go a long way towards improving the lives of neurodiverse employees. If you’re looking for a way to manage your employee community efforts, we hope you’ll give Workrowd a look. We’ve put the tools and data you need to manage successful employee communities at your fingertips, including best practice resources to help team members drive impact. Drop us a note at hello@workrowd.com.

Read Managing autistic employees: Neurodiversity at work part 3

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Neurodiversity in the workplace part 1: Why is this important?

Neurodiversity in the workplace is increasingly gaining attention, as it should be. Estimates suggest that 2.21% of US adults have autism spectrum disorder (ASD). Figures vary for attention deficit hyperactivity disorder (ADHD), but they’re thought to be between 2.5% and 4.4%. Dyslexia, meanwhile, impacts 20% of the population. These are just some of the conditions which fall under neurodiversity. And those stats only refer to people with official diagnoses.

The actual percentages for each condition may be much higher—many people are undiagnosed, or waiting on a diagnosis. They may not even know they’re neurodivergent. More and more people are getting diagnosed as adults, when they start to struggle with everyday life.

Some people never seek a diagnosis because it’s too expensive, too time-consuming, or there’s no benefit to doing so.

But what are the benefits to businesses building and supporting neurodiversity in the workplace?

Supporting neurodiverse employees

As society becomes more accommodating toward things like mental health conditions, and building work environments and company cultures which understand and support employees who face these challenges, it’s important to not overlook those who experience the world differently. 

Phrases like “we’re all a little ADHD,” can be thrown around without considering the detrimental impact conditions like ADHD can have on someone’s wellbeing, and their experience of the working environment. 

And, if a neurodivergent employee doesn’t have a job that allows them to work in a way that suits them, it can lead to frustration, fatigue, and disengagement.

Old school management processes and businesses may prefer to treat every employee the same rather than making accommodations for neurodiversity in the workplace. It’s easier that way. And it may feel like this is working towards equality, too.

But achieving any form of equality isn’t that simple. Instead, it’s about focusing on an individual person’s needs, and not assuming everyone’s needs are the same. That means everyone requires a different management approach.

Thinking differently is a superpower

When businesses embrace diversity of any kind, it can lead to more productivity and increased creativity. 

Neurodiversity in the workplace comes with its own set of benefits. A new way of looking at something could be exactly what you need to solve a problem. The more different points of view there are in a team, the faster that group can come up with a solution that’s creative, effective, and efficient.

Diverse teams are happier and more productive, too. In fact, neurodiversity is a competitive advantage according to Harvard Business Review. 

While every neurodivergent person experiences their ADHD, autism, dyslexia, etc. differently, these conditions often come with abilities such as hyper focus, exceptional memory, heightened pattern recognition, or strength in mathematics.

When someone thinks outside of the norm, it can make them a great innovator, too. This is particularly beneficial in fast-moving industries such as technology.

But these superpowers only come out at work if someone is happy and engaged in their role. If they’re not, it can make it challenging for them to pay attention in meetings, understand instructions, or get any work done.

Noisy work environments, for example, can cause issues for people with sensory processing disorder, a condition which is common alongside ADHD and ASD. Employees with this condition may need to wear headphones to drown out the everyday, distracting, overwhelming, and sometimes pain-inducing noises that a neurotypical employee may not even notice.

Hiring processes

Despite the benefits, estimates suggest that unemployment may be as high as 80% among those who are neurodivergent. The traditional hiring process isn’t suitable for many of them meaning they either don’t make it through, or may not apply for jobs at all.

It’s not that they don’t understand the job itself. Many have masters degrees or graduated with honors. The application process simply isn’t suited to their needs. 

There are lots of skills that hiring managers traditionally see as the cornerstone of a good employee which neurodiverse employees may not have. Things like being able to network, good communication skills, and being salesy, to name a few. 

These soft skills eliminate many neurodiverse applicants before they’ve had the chance to show their knowledge. Knowledge that could help businesses to learn and grow.

Job interviews can be particularly challenging for those on the autism spectrum, who can have confidence issues because of previous job interviews, be too honest about their weaknesses, or may not be good at making eye contact. They could then score lower on interviews than neurotypical candidates, even if they’re more qualified.

Despite society’s dependence on job interviews,  there are other ways to assess someone’s talent to increase neurodiversity in the workplace, such as casual group environments, where candidates can demonstrate their skills. 

Select candidates can then go on to a two- to six-week program which will further assess their skills. Governments and nonprofits often support this initiative, and candidates are usually paid.

Businesses such as SAP and Microsoft run hiring and training programs to encourage neurodiverse talent to join their teams. And their businesses have since reaped the rewards.

Conclusion 

These are just a few of the benefits to neurodiversity in the workplace. It starts with being open to the fact that some people view and experience the world differently, and taking small steps to accommodate this. 

Businesses that embrace diverse talent – including neurodivergence, gender, race, culture, and other characteristics – are more creative, productive, and innovative. This leads to happier teams, more revenue, and faster growth. 

Really, there are no downsides other than businesses having to change their ways of thinking. It may take time, and it may cost money, but can you really afford not to?

If you’re looking to build a more inclusive workplace, you may want to check out Workrowd, a one-stop shop for employee initiatives. You can build digital communities for underrepresented employees, including those with neurodivergencies, survey and monitor employee sentiment, and much more. Visit us at workrowd.com or drop us a note at hello@workrowd.com.

Read part 2: Managing employees with ADHD

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10+ virtual office holiday party ideas to end the year right

The time of year for office holiday parties is almost here again. These events are often a time for employees to let their hair down and connect on a more social level. But is that really possible with a virtual office holiday party?

Yes; yes it is.

There are plenty of things you can do to celebrate the festive season with a virtual team. Celebrations don’t have to be—and shouldn’t be—limited to teams who can meet up in person!

They also don’t have to be limited to employees. It’s a lot easier—and cheaper—to include employees’ loved ones in virtual team events.

If a lot of your employees have children, see if there’s a way you can include them in the activities at your virtual office holiday party, or put something on that they’d enjoy. This shows that you understand employees have lives outside of their work, and helps to encourage and support them.

Give employees a food/drinks budget

A big part of an in-person holiday party is going out for a meal with colleagues. 

While that can’t be recreated at a virtual office holiday party, one thing you can do is provide employees with a food and/or drinks budget. 

They can use this to treat themselves to a nice meal at home. This way, they don’t need to cook and can enjoy the festivities for the evening.

Conduct a yoga or Pilates class

To prepare employees for the festivities to come, you could hire a yoga or Pilates instructor to hold a virtual class. Both can help employees to wind down after a busy period at work. Starting off this way will ensure they’re better able to enjoy the rest of the activities. 

Yoga and Pilates are also amazing for helping to work through joint stiffness you didn’t even know you had. You never know—you may even inspire a new habit for the new year!

Hold a virtual bake off

The holiday season is a time for baking. So why not share some recipes and see which your employees would like to bake? 

This can be a fun way for employees to learn a new skill and talk to people they may not have engaged with before. They’ll also be creating social media content for you to share. Your social media followers can vote on the winning results.

Do a magic show

One family-friendly activity you could try is to hire a magician to put on a magic show. You’d be surprised at how well these work virtually when done over Zoom or Teams.

Much like in-person magic shows, there’s often an element of audience participation. This can be a great way to get employees and their family members involved.

Tell ghost stories or standup comedy

This one is for the more confident public speakers in the group. Much like a lightning talk or PechaKucha, employees get a set amount of time to tell a spooky story or make everyone laugh. 

It’s a lot of pressure and not for the faint of heart, but a great way for employees to hone their public speaking skills and be entertained in the process!

Find a standup comic

Instead of (or as well as) getting employees to provide the comedy, you could hire an actual standup comic. There are plenty out there who entertain at business events, and many have pivoted to online events, too.

Host a festive movie night

Everyone has their favorite festive film, whether it’s a classic like Home Alone, or a more recent Netflix one like The Holidate. It might even be something less safe for work, like Bad Santa.

Watching a film together can be a great way for people to share their thoughts and bond over what happened in the movie. Plus, they’re a great way to relax!

Test everyone’s general knowledge

You could host a holiday-themed quiz, asking questions on holiday-themed foods, pop culture, and customs from around the world.

Take a class or workshop

Office holiday parties can be a chance to learn or develop new skills, from cocktail making to painting. There’s no reason a virtual office holiday party can’t offer the same benefits!

There are online teachers for just about every skill imaginable. If you can, choose something with a low barrier to entry, like writing. This way, employees need less space and resources to take part.

If you want something that requires equipment, like painting, make sure you provide employees with everything they need for the class if they wish to take part.

Put on an awards night

What better way to show employees you appreciate them than with an awards night? 

You could host awards for serious things, such as best problem solver, and put them alongside more humorous awards, such as best baker.

The combination of serious and humorous awards shows employees that you pay attention to what they do at work, and what they’re interested in outside of work. 

Highlighting employees’ achievements is also a great way to show other team members what kinds of attitudes and approaches are the most effective. In turn, this can encourage them to operate in a similar way going forward. 

Including the more humorous awards also shows that it isn’t a super serious awards night that people need to get anxious or worked up about. It’s designed to be fun and not a competition.

Ask employees what they want (or don’t want)

If you’re unsure about an idea, ask! Employees may already have ideas of what they’d like to do, or have suggestions from previous virtual holiday parties they’ve attended before. 

You may even find they loved past activities you’ve done and want to do them again.

Conclusion 

Office holiday parties boost employee morale, help employees get to know their colleagues, and show employees that you appreciate all their hard work over the last twelve months. 

There’s no reason a virtual version can’t do the same thing. There are plenty of activities you can put on that can have the same benefits to employees’ mindsets and morale.

If you’re looking for an easier way to market, manage, and measure the success of events like a virtual office holiday party, we invite you to visit workrowd.com to see how our suite of tools can help you supercharge your impact.

Our platform makes it easy to keep everyone in the loop. It also includes an evolving library of activity guides, and offers automated surveys to ensure you capture crucial feedback. Drop us a line at hello@workrowd.com to learn more.

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9 virtual team-building activities for teams of all sizes

Team-building activities can be a challenge to organize during the best of times, but even more so when they have to be virtual team-building activities. How can you organize something that appeals to a diverse group of people with different interests?

But it’s worth taking time to organize them. They’re a great way for colleagues to bond, leading to a happier working environment. This can improve communication between team members, promote new ways of working, and create more productive working environments.

Remote team-building activities are difficult to organize, but there are lots of options available.

Virtual team-building activities are also more inclusive for employees who may not be able to go out during the evening because of caregiving responsibilities. It’s also easier for employees with chronic illnesses, and for remote teams or hybrid teams to connect.

Here are a few virtual team-building activities you could try.

Lightning talks (or PechaKucha)

In a lightning talk, people get around five minutes to talk about something they’re really passionate about. 

PechaKucha takes a similar approach—people have 20 slides on a topic and get 20 seconds to talk about each slide. 

Talking about something they love makes people are less likely to feel nervous than they would in a typical work-related discussion. These talks are therefore a simple way to help someone develop their public speaking skills.

Someone’s chosen topic doesn’t have to be work-related. It could be dog nutrition, novel writing, the environment—whatever makes them happy! It’s an opportunity for employees to find out more about their colleagues and for them to connect through shared interests.

If you’re planning to host lightning or PechaKucha talks, you could also hold a workshop beforehand on public speaking skills. 

Sometimes people want to join in but have no public speaking experience, or are afraid of it (public speaking is a really common fear!), so giving them some tips will boost their confidence and may increase the number of people who feel excited about participating.

Volunteering or fundraising challenges

Volunteering and fundraising allow employees to bond over a passion for a common cause. 

You could offer a regular window during working hours to volunteer, or several hours per month to donate to a good cause.

Fundraising challenges are shorter, but allow employees to work toward a shared goal, such as walking or running a certain distance together.

Both options provide employees with the opportunity to give back to the world, whatever their situation.

It doesn’t always have to be about donating money—donating time to help those who need it can make just as much of a difference, and provide lots of team-building opportunities, too.

Volunteering and fundraising opportunities also show what your company cares about to the outside world. 

Demonstrating the impact you want to have, beyond what your business does, helps employees to feel like a part of something and can attract more job candidates and potential customers.

Hackathons

Hackathons, where participants have a set amount of time to create a solution or product, are another option. 

These events can last any length of time, but they’re usually short. The idea behind them is that the shorter time frame leads to more creativity, innovation, focus, and, of course, teamwork.

Typically, they’re focused around a key challenge the company is currently facing, but they can also be more open-ended than that. There should at least be some sort of theme to bring everyone together. And probably some prizes on offer for the best results, too.

Hackathons are an opportunity for employees to play to their strengths and challenge themselves. Which is the perfect environment to grow as a person and an employee.

Movie nights 

Informal communication is a key way to build employee morale. Movies are one of the ways you can encourage this. They help us connect with others, and the genre(s) we prefer can say a lot about us. 

Horror helps us confront our fears and anxieties in a safe place; romance offers us an escape; true crime helps us subconsciously prepare for something that could happen to us; films we watched as children can give us that nostalgic, warm and fuzzy feeling.

Discussing and dissecting a film is often water cooler chat, but why not organize it so that everyone has seen it at the same time, and they can discuss it at the same time, too? 

You could provide a list of questions to think about at the end, or let the conversation flow once the movie is over.

Quiz night

Quizzes can be a great way for different team members to show off their areas of expertise and work together to answer the most questions.

You could do a standard quiz, go for something different, like a Jeopardy!-style contest, or make up anagrams or puzzles for participants to solve. Or even combine different types of questions so that everyone gets a chance to use their knowledge and skills.

Dividing employees into small groups, outside of the people they normally work with, gives employees the chance to connect with others and get to know them better. It also ensures that employees who have fewer work-based friends don’t feel left out because they weren’t asked to be in a group.

Escape rooms

In-person escape rooms were growing in popularity before the pandemic hit. Now, the same growth is happening to online ones. 

You can do anything from escaping a spaceship to running away from vampires. 

Sometimes they involve things being sent to someone’s house in advance, while in other instances, everything is done via email or video call.

Teams usually range from 4 to 8, so this is better for small departments, or when people are separated into small groups.

Murder mystery

True crime is one of the biggest genres in the world right now. What better way to build problem-solving skills for true crime lovers than investigating a (fictional) crime?

Online murder mysteries can operate in a few ways, from guided calls to independent, web-based tales. 

Book club (work-related)

Establishing a work-related book club encourages an atmosphere of learning, and discussions about that learning. 

It also teaches active reading skills, which can improve employees’ editorial and analytical abilities.

Suggesting nonfiction books related to upcoming business decisions can often be more powerful than a manager dictating how something will happen. It gives employees a greater understanding of the situation and makes them feel more like a part of the decision-making process.

Book club (fiction)

If you’re going to offer a fiction-focused book club, make sure to alternate genres each week so that everyone’s tastes are included. You could even give each member of the group a chance to pick a book. 

If possible, aim for easy reads so that it doesn’t take huge amounts of time or brain power for people to complete the book. This will be more accommodating to people of different reading skills and energy levels. You’re then more likely to get employees to want to take part and chat about what they’ve read.

Conclusion

Being in different locations doesn’t mean employees can’t still build team skills. These are just a few examples of virtual team-building activities you could try with your employees to foster better communication, a more engaged workforce, and happier employees.

If you’re interested in a better way to market, manage, and measure your team-building activities, check out Workrowd. We’ve got a full suite of tools to help you build transparency and connection for every employee, and track the value of your programs over time. Drop us a line at hello@workrowd.com if you’d like to learn more!

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15 employee interest groups to help your team connect in 2021

When employees can bond over their similarities, the real magic happens. We spend so much time thinking about what makes us different, but the most important information is what we can find in common. For example, employee interest groups help employees connect over shared problems and hobbies.

Today, we will break down fifteen employee interest groups, so your team can find their new best friends at work.

What Is an Employee Interest Group?

First, let’s talk about what an employee interest group is.

Employee interest groups help employees get to know other people at work who share similar interests and hobbies.

As organizations grow to hundreds or thousands of workers, it becomes easy to create a siloed work environment where employees spend very little time outside of their small group of colleagues in their department.

Interest groups encourage employees to work together and build relationships outside of their department.

How Does an Employee Interest Group Differ From an Employee Resource Group?

We often talk about employee resource groups on the Workrowd blog. Is there a difference between an interest group and a resource group? Not necessarily. Most organizations use these words interchangeably when discussing a group of employees who get together to talk about something they have in common.

15 Employee Interest Group Ideas

So, now that you know why interest groups are so important, let’s dive into a few ideas for employee interest groups:

1. Reading

First, you can encourage your employees to start an interest group around reading. Reading is a hobby that many employees have, and it can be a simple way to bond at work. For example, your reading group can host a monthly or quarterly book club where they sit down and chat about the themes addressed in a book.

You can encourage your employees to read something related to work, a holiday like Women’s History Month, or something entirely out of left field.

Books will connect your staff and give them something obvious to talk about, which is key to building bonds between people who don’t know each other.

2. Gardening

If your employees like to get outside, you might want to create a gardening interest group. Gardening is a relaxing activity, and everyone has found unique ideas for making it work for them.

If you want to support your employees and their love of gardening, you could even create a community garden on your company’s campus or rent a space at a local garden for them to tend.

3. Musical Instruments

Have you ever wanted to start a band? You probably already have the musical talent for it in your office. Encourage employees who play musical instruments or sing to come together and have a jam session. Your company might help discover the next big hit!

4. Volunteering

Getting out into the community to volunteer can be a satisfying experience. It can be challenging to make time for volunteering as an adult, though. Creating a volunteering employee interest group can help you introduce great nonprofits to your team and get them out to help the community.

5. Networking

Whether you are looking for your next opportunity or getting to know colleagues, networking is a fantastic skill to hone.

Your organization can create employee interest groups around topics like networking. For example, a networking group might put on a speed dating-style networking event or teach networking skills like active listening and confidence.

6. Parents

Being a new parent or experiencing a new part of parenthood is nerve-wracking. Chances are your organization has a ton of experienced and not-so-experienced parents on staff. Being able to learn and grow with each other creates a positive experience for all your people.

Consider creating a group where parents can come together and share stories, advice, and resources.

7. Location

As your organization grows, you might bring on employees from all over the country, or even farther. Chances are, you’ll start to get a couple of concentrations of people in different cities, states, regions, or time zones. You can easily create interest groups around these specific locations. Then, with those groups in place, you can plan fun in-person events or experiences for employees who live nearby.

8. Job Function

Another type of interest group that becomes more necessary as you expand your team is around job function. For example, you might have hundreds or thousands of sales professionals or engineers. As a team grows, you can see silos crop up even within a department. Encourage these teams to stick together by creating employee interest groups around these roles and job functions.

9. People of Color

An interest group that aligns more with an ERG is a group for the people of color in your company. People of color so often belong to underrepresented groups at work. Interest or resource groups allow people of color to come together, share stories, and seek support from people who have similar experiences.

10. Coworking

If you are a remote or hybrid organization, it can be challenging to find time and space to work together. One interest community you could build is around coworking. When you think of coworking, you might think of companies like WeWork, but that isn’t necessarily the case. Coworking means working in tandem with other people. So, you could create a group that has the sole focus of jumping on a video call and getting some work done at the same time.

11. LGBTQ+ Support

Another employee resource group you might want to create is a group focused on LGBTQ+ support. It can be challenging to be out at work, even in 2021. These support groups can act as a safe space for employees to share their feelings and know that they aren’t alone.

12. Sports

Sports is another great way to bring your team together. These activities are taking place year-round, so there’s always something to watch together.

Here are a few ideas for what to do with a sports interest group:

  • Fantasy sports
  • Participate in a real sports team at a community center
  • Go to a game together

13. Women in X

Back to an ERG idea, you could create a group for women in your company focused on your industry. For example, Women in Tech or Women in Higher Education. Women are underrepresented in a number of sectors, and it’s a good idea to help them connect with and learn from each other.

14. Mentoring

Mentoring is a fantastic way to prepare the next generation of workplace leaders. However, mentoring at work doesn’t necessarily happen on its own. Sometimes organizations have to push to encourage senior leaders to connect with younger employees. Creating a group for mentoring can help you build the infrastructure you need to drive your mentorship program forward.

15. Social Justice

Unfortunately, we live in a pretty unjust society. There always seems to be something to get behind when it comes to social justice initiatives. These issues infiltrate the workplace, even if some companies would like to pretend they don’t.

Creating a social justice interest community can help your team channel their feelings into advocacy for these important causes controlling our country’s discourse.

Conclusion: There Are Many Employee Interest Groups to Create

The ideas for interest communities at work are endless. If you are looking to connect your team, start building out some of these communities online. Encourage employees to join the groups that suit their interests.

Once employees begin participating in these conversations, try getting them to build structure into these groups and support them with funds to take their communities to the next level.

Before you know it, you’ll have bustling workplace communities.

Did you know you can use Workrowd to host your employee interest groups? Our communities make the perfect home base for your ERGs and EIGs. Send us an email at hello@workrowd.com to see if we’re right for your organization.

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A quick how-to guide for starting a diversity council

Are you interested in starting a diversity council at your organization? Creating this type of group at your business can be challenging for companies, but with the right step-by-step process, your employees can start advocating for all team members.

What Is a Diversity Council?

A diversity council is a group of employees that get together, discuss issues, and propose solutions around workplace diversity.

These council members cover a wide range of issues across gender, race, disability, socioeconomic status, and so much more.

The members strive to be a voice for all different sorts of employees. Diversity councils need to be taken seriously because of that.

Tips for Starting Your Organization’s Diversity Council

Now that we know what a diversity council is, let’s talk about what your team needs to do to start a committee like this.

1. Understand Where Your Diversity Currently Stands

Before you start a council, you’ll want to get a good understanding of where your company’s diversity currently stands. This will help you set goals as a leadership team and understand the people you need to advocate for.

You can create an anonymous survey for your employees to get a good understanding of their background or demographics. Demographics surveys don’t have to contain personal information because the purpose of these surveys is to gather information about the state of your workplace.

Here are some demographic qualities you might want to learn more about:

  • Age
  • Race/Ethnicity
  • Gender
  • Job Level
  • Kids/No Kids
  • Time Zone/State/Country
  • Education
  • Marital Status

2. Create Goals Around Diversity at Work

Once you have a clearer picture of where your diversity currently stands, you can start to create goals around how you’d like to see diversity at your company evolve.

Maybe you’d like to see a certain percentage of leadership positions filled by underrepresented groups. Or you might want to diversify where you find hires to increase candidate diversity.

Pick some goals you’d like to see addressed by the council over the next several years.

3. Share Your Wish to Create a Diversity Council and Seek Participants

After you’ve done some preliminary work, it’s time to get employees involved. Reach out to all your employees for inclusion in the diversity council.

Employees from majority groups in your organization might want to become better allies and participate in the council’s efforts. These employees can be connectors and help the council’s mission extend beyond the meetings held.

You’ll want to get employees and outside experts on the council. Work with a wide variety of people to ensure that this council can effectively tackle your company’s diversity initiatives.

Work with council members to select the best leaders for the council group during its early stages.

4. Make Sure Employees Are Kept in the Loop as You Make a Decision

As you make these critical decisions that impact employees, it’s important to keep them in the loop. For example, you could let employees know:

  • What you are looking for in diversity council members.
  • The makeup of your diversity council when it comes to employees vs. outside experts.
  • When a final council decision will be made and how you’ll let the team know.

Getting a committee like this is probably a welcome change for employees. Your team members just want to be kept in the loop so they know what’s happening.

5. Further Define Diversity Council Goals With Your Members

Once you have your members in place, it’s time to sit down with them to further define the diversity council’s goals. You can share some of the plans you came up with as a leadership team, but council members should have the final say in what they want to tackle.

Give your council members access to the goals you’ve set as an organization, and ask them to brainstorm on what they think the council should be tackling. Then, during the meeting, you can hear from multiple council members. Let members start to define their focus as a council.

6. Get an Executive Sponsor for Your Diversity Council

Once you have a group of council members in place, you’ll also want to secure an executive sponsor for your group. Having an executive sponsor for your diversity council will help your group get more traction with senior-level executives in your organization.

The truth is simple. Company leaders might not be willing to give up power or even discuss items with your diversity council long-term. Part of starting a diversity council is making sure that it has every opportunity to succeed. Executive sponsors help make sure that happens.

7. Encourage Diversity Council Members to Create Their Own Rules

Before you let your council run on their own, you’ll probably want to spend a bit of time helping the diversity council members draft the rules around being on the panel. Your council members might want to develop regulations around:

  • Council terms and term limits: Is this appointment made yearly, every two years, or every three years? How many terms can be served?
  • Early termination: Is there any reason an employee or outside member might be terminated early, like breaking confidentiality or posting something racist, sexist, ageist, etc., on social media?
  • Deciding on initiatives: How does your council determine what project to tackle next? It’s essential to have an understanding of this before you finish your first initiative.

8. Maintain a Successful Diversity Council

With all of these policies, procedures, goals, and council members in place, you are well on your way to a fantastic diversity council experience.

From here, it’s time to let your diversity council run on its own. You can undoubtedly request regular meetings with council leaders, but it’s up to them to run the show daily.

How Does a Diversity Council Work With Employee Resource Groups?

One question we want to address is the difference between a council and employee resource group.

Councils work because they are small enough to have intimate conversations and make great recommendations. Employee resource groups work because they make various underrepresented groups at your company feel appreciated and not so alone. ERGs can have thousands of members, but that won’t work for a council.

You can certainly invite ERG leaders to be on your diversity council. In fact, this would be wise because these leaders have a lot of knowledge to transfer around what employees want from the company.

Conclusion: Starting a Diversity Council as an Organization

With all of these steps covered, you’re well-positioned to launch a thriving diversity council. We hope this article gave you some food for thought and a roadmap to creating your organization’s diversity council.

Are you ready to start planning a great diversity council? Consider using a tool like Workrowd to host groups and councils like your diversity council. Email us at hello@workrowd.com to see if we’d be suitable for your organization’s needs.

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Why having friends at work is key to business success

Starting a new job can be scary and overwhelming. There are so many people to meet and get to know. Hopefully, as employees grow with your company, they’ll meet people they like and enjoy spending time with. Having friends at work can significantly impact your team, so we’re here to help you support your employees in building these key connections.

Gallup’s Q12 Survey and Having Friends at Work

When you think about connecting your employees, you have to understand how important it is. For example, Gallup, a leading company in employee engagement, talks a lot about the importance of friends at work. As a result, having friends at work made it into their Q12 employee engagement survey.

Question 10 of their survey reads, “I have a best friend at work.”

Gallup shares:

Globally, three in 10 employees strongly agree that they have a best friend at work. By moving that ratio to six in 10, organizations could realize 28% fewer safety incidents, 5% higher customer engagement scores and 10% higher profit.

Gallup

How to Encourage Friendships at Work

So, now that you understand why you should encourage friendships, let’s talk about how to make it happen for your staff members. Being a friendship matchmaker can feel awkward, but so is trying to make friends with colleagues on one’s own. Your employees would love some direction from management to help them build these relationships.

1. Introduce Potential Hires to Employees Early

First, you want to introduce candidates to their potential colleagues as early as you can. There are a couple of ways to make this happen for your employees:

  • Highlight your team on your company’s career page.
  • Bring in employees throughout the interview process.
  • Invite employees to join you at career fairs or recruitment events.

You want potential employees to be able to feel your company’s culture before they sign on with your organization. Potential workers may even make a friend before they start orientation.

2. Use a Cohort Model During Onboarding

Onboarding can be a lonely process, especially if you are doing it alone. The best companies use a cohort model to onboard new hires. Cohorts are groups of new hires who go through the process at the same time. With this form of onboarding, your employees can make friends instantly because they are all working together to get to know the organization.

3. Encourage Employees to Get To Know Colleagues Throughout Their Tenure

After onboarding is complete, you have to continue to nudge employees in the right direction. Encourage employees to take time to get to know their colleagues.

You could even create a monthly calendar reminder to nudge employees you manage to get to know their team members.

On top of that, create some interesting optional events that help employees make friends, like coworking hours or monthly meet and greets.

4. Create Communal Spaces at Your Office

If you’re trying to create office friendships, what does your office look like? Is it closed off and dark? Are there spaces for employees to gather without getting in the way of their teammates? Your office space needs to be conducive to friendships if you want them to form.

  • Create larger spaces where groups of employees can gather.
  • Add light in by painting the walls a bright color and keeping windows uncovered so the communal spaces are pleasant to be in.
  • Soundproof the offices or areas where people gather, so workers don’t feel bad about the noise they might make.

5. Create Employee Resource Groups for Cross-Departmental Connections

Employee resource groups are a great cross-departmental experience for workers. People who participate in ERGs get to meet new and exciting people they may never have heard of due to departmental silos.

If you want to expand the friendship possibilities at work, creating an ERG is the perfect project for your business. Are you unsure of how to market, manage, and measure these programs? Check out Workrowd to see if we can help you host your company’s employee resource groups.

6. Include ‘Get To Know You’ Time During Meetings

Meetings are an essential part of internal communications for companies. Unfortunately, many organizations have established meeting agendas that get straight to the point. Ultimately, this misses a huge opportunity: get to know you time.

Meetings are more effective when everyone around the table trusts each other. Some organizations are missing this core component, but they don’t have to stay that way.

Start each meeting with a 5- to 10-minute ‘get to know you’ game. These quick games can help employees get to know different organization members and find employees they might have something in common with.

7. Introduce Employees You Think Would Like Each Other

Are you finding you need to be a bit more hands-on with employee friendships? Sometimes the best thing you can do is to make an introduction.

As a company leader, you know a lot of people in the organization. You probably have a couple of people in mind who should meet each other. Don’t be afraid to broker the connection.

Create a group chat with the employees who need to meet each other. Write a simple message like:

“Hi {Employee A},

I was talking with {Employee B} about {whatever you were talking about}. It reminded me of a conversation we had not too long ago about this exact topic. I thought you might like one more person in the company to talk to about this. I think you two will get along well!

A simple introduction should do the trick, and it will open up some incredible workplace friendships based on a shared experience, trait, or like/dislike.

8. Showcase the Friendships You’ve Made at Work

Last but not least, model what great workplace relationships look like. Share the details of your favorite workplace friendships and encourage employees to find friendships that matter to them.

Encourage other workplace leaders to share their friendship stories with their direct reports and colleagues as well.

As more leaders begin talking about workplace friendships, having friends at work will become even easier for your organization.

Conclusion: Help Your Team Members Develop Workplace Friendships

Your team members deserve to have fantastic workplace friendships. One of the hardest parts about being an adult is making friends. Work gives people a chance to meet and bond with others. As a company leader, it’s your job to help facilitate these connections so that employees can genuinely say they have a best friend at work.

Are you interested in seeing if Workrowd can help you create workplace friendships? Send us an email at hello@workrowd.com to learn more.

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15 employee challenge ideas to excite your workforce

Having an engaged workforce is essential for companies. One unique way to do that is to challenge your team with fun monthly or quarterly team-building experiences. So how do you come up with fun employee challenge ideas for your organization? Simple, you turn to a list like this one that does the hard work for you.

Keep reading for 15 employee challenge ideas your team can use.

1. Employee Care Packages

One of the first workforce challenge ideas we suggest is sending out employee care packages. Care packages are fun, especially if you have a remote team.

Instead of sending a package for your team, give each team member a budget ($50-$100), a box, and a shipping label. Encourage your employees to send a package to another team member with whom they may not have spent a ton of time. Encourage them to fill the box with fun, local items and ship it to their person.

As boxes arrive, encourage your team to share the boxes in your company’s community (you can use Workrowd for this) and post it on social media. It’s a win for your organization and your employees who get to try new products!

2. Send a Thank You Note

Does the thought of care packages seem a bit spendy to you? You can create a budget-friendly experience for your team by encouraging your employees to send thank you notes to 3-5 employees who have touched their lives. Make this experience unique by creating company-branded thank you notes for your team to use.

3. Drink Water

Water is an essential part of life, but most people need to drink more plain water (even if they get enough water in their diets through other means.) Therefore, encouraging employees to consume the necessary amount of water is a great habit to support.

Try hosting a water challenge to get people to drink the recommended amount of water every day for a month or two. You can even send a branded bottle to help your employees complete this task.

4. Screen Time

As employees continue to work from home, screen time has become a concern.

Whether you use an Android or Apple device, you can track screen time to see where you can cut back.

For this employee challenge idea, get your staff to check out how much time they spend on their phones and help them develop a plan to cut it down. Employees who can reduce screen time by 1-2 hours can expect a fun prize.

5. Book/Movie Club

Reading a book or watching a movie together can create some great experiences with your team. Employee challenge ideas don’t have to be complicated. Pick a shared watch or read and have a chat for 30 minutes to an hour one afternoon.

6. Learning a New Skill

Whether you are a seasoned employee or fresh out of college, learning new skills is essential. Encourage your employees to pick up a new hobby and use a site like Udemy or Skillshare to take a course.

Your organization can give out a small one-time bonus of $50 or so to go out and pick out an exciting class for employees to learn.

7. Get Outside

As temperatures start to cool down in most of the country, consider this employee challenge idea: help your team get outside.

Encourage team members to spend a relaxing evening outside reading a book or playing with their family.

It’s so easy to stay indoors whether you work from home or in an office. Encourage employees to break this cycle and spend time outdoors.

8. Journaling

Sharing your feelings with your colleagues can be challenging, but journaling can have an immensely positive benefit for your team.

Encourage your employees by purchasing nice, branded notebooks. Encourage employees to jot down their feelings, ideas, and wishes in the journals you provide.

You can give a fun prize to the employee who writes the most daily entries in a specific time frame. Just encourage employees to blur out their entries if they contain private information.

9. Walking/Working Out

Employee challenge ideas aren’t easy to come up with. One of the most basic ideas is a walking or working out challenge for your team. Encourage your employees to take a noon walk or work out before work. You could even compile some of your favorite free workout videos on YouTube or get a gym membership for employees for the month to encourage employees to complete this challenge.

10. Family/Friend Time

Workplace challenges don’t have to be complicated. For example, one unique challenge your team can take on is to encourage your employees to spend more time with friends and family throughout the week.

Whether you are eating dinner with your family or watching a movie, time spent with your loved ones and away from work is essential.

Get employees to spend more time with their families for a month. You’ll quickly notice a workplace morale bump.

11. Volunteering

Volunteering at work can have several surprising benefits. Unfortunately, most organizations aren’t taking advantage of the power of volunteer days at work.

Try lining up a few volunteer efforts during one month out of the year. Encourage employees to participate in as many events as they’d like to. Then, after the event is over, encourage employees to share their experiences with the company (or even on social media.)

Before you know it, more employees will be volunteering and enjoying the benefits of volunteer work at your company.

12. Mindfulness/ Meditation

Mindfulness at work can have many positive side effects. Being tense or moody is no way to show up to the office, but some people do so anyway. Teaching employees proper coping techniques can have a net positive effect on your organization.

Establishing a mindfulness practice is easier said than done. It takes time to understand why you are feeling the way you are and take action on it. As an organization leader, you can help employees get in touch with their emotions by leading mindfulness sessions.

13. Habit Building

As we just discussed, it can take a while to build healthy, positive habits. Most employees don’t have the energy to find a routine and stick to it. What if they had an incentive to do so?

Sit down with your employees and create a habit-building challenge. Each employee can come up with the habit they want to build. You can walk them through defining the practice and what activity they want to do daily. From there, you create a longer challenge (at least 60 days because forming a habit can take a while).

14. Networking

Networking is a fundamental part of business success, but most employees don’t network enough after getting a full-time job. On the other hand, networking can be positive for your business and your employee’s future career.

If you want employees to start networking more, make a challenge out of it. Encourage employees to take to LinkedIn or their favorite Slack group to find interesting people in their niche. Requesting a networking call is as simple as sending an inquiry. The only negative outcome would be a ‘no’ from that person.

15. Healthy Sleep

Last but not least, many Americans aren’t getting enough sleep. So one of the best things you can do to encourage better sleep is to make it a challenge.

Encourage employees to track their sleeping habits with their devices or enter the time they are getting. Employees who clock the most nighttime sleep hours can win a fun prize like a new pillow.

Conclusion: Employee Challenge Ideas Your Team Will Love

Are you ready to connect with your team through fun employee challenge ideas? We hope that this article gave you something interesting to think about when planning out your next company challenges.

Workrowd can be a great place to host your workplace challenges. Shoot us an email at hello@workrowd.com to see if we are suitable for your organization.

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7 benefits of leading an employee resource group

So, you’ve been asked to consider leading an employee resource group. You might be wondering about the benefits of doing this. How can being an ERG leader help you grow your career? Many employees have discussed how being in charge of an employee resource group changed their career trajectory. Today, we wanted to show you some of the many benefits you can get from leading one of your company’s groups.

1. Planning Fun Events That Bring Your Company Closer Together

One of the best parts about leading an employee resource group is that you get to plan fun networking and educational events for your organization.

Event planners have several skills that are highly relevant at work, such as creativity and communicativeness. In addition, learning how to throw events on a budget or get people to attend your events will serve you well throughout your career.

2. Learning How to Set Goals and Create a Plan to Reach Them

As an employee resource group leader, you are responsible for a lot of tasks. One of your main objectives is to connect with company leaders and ERG members to determine goals for your group. After you pick your goals, you have to create a plan to reach those targets.

Leading an employee resource group isn’t easy because sometimes the goals are a bit lofty. For example, your ultimate goal might be to increase diversity or obtain better benefits for parents. As a leader, you need to determine the best strategies to get you where you want to go.

3. Gaining Valuable Leadership Skills You Might Not Get Outside of an ERG

Let’s be honest, sometimes organizations don’t offer tons of leadership opportunities outside of an ERG. However, leading this group might be exactly what you need to showcase your leadership and excitement about your company.

ERGs are a microcosm or smaller community of your organization. Leading in an ERG will help company executives and employees understand your leadership style and what you offer the company.

4. Connecting and Working With Cool Colleagues You Never Knew About

When you choose to lead an ERG, you open yourself up to many networking opportunities. Employee resource groups attract employees from all over your company. You will get to know engineers, marketers, salespeople, HR professionals, etc.

As new people join and leave the organization, you’ll have connections with a ton of people.

ERG leaders have a profound impact on employees. As a leader, you will have a hand in making new employees feel welcome and excited about your organization.

These connections will only help you as you get other leadership positions or move to other companies.

5. Getting a Chance to Help Other People Develop Their Workplace Skills

One of the best parts about leading an employee resource group is seeing other employees develop their workplace skills. As an ERG leader, you organize events that help colleagues work on their networking and communication skills.

Your events support employees in making cross-departmental connections that will serve them as they decide how to move up the ladder in their own professional careers.

Overall, you will have a positive effect on many people in and outside of your department. The impact that you have in an ERG can have a ripple effect throughout the organization.

6. Engaging With HR and Company Leaders on Topics You Care About

If you are thinking about leading an ERG, consider all the opportunities you will get to engage with HR and company leaders on topics you care about.

Now, this isn’t always a guarantee. Sometimes, you’ll have to work hard to get your foot in the door with HR leaders and company executives. You might need to work closely with your ERG’s executive sponsor to get the right meetings and make an impact.

On the other hand, if your organization takes ERG leaders seriously, you’ll have an awesome opportunity to make an impact at work. For example, ERG leaders can influence company culture by letting HR and company executives know what new and existing employees need to be happy at work.

So, how do you get that seat at the table? First, get results and learn how to share them with HR leaders and executives. Your executive sponsor should be able to help you with this, but you should feel empowered to take the reins as well.

For example, consider gathering data on things like employee retention based on members of your resource group. Are you helping employees find their place and stay with the organization? That’s worth noting as you share your ideas with other company leaders.

7. Leading an Employee Resource Group Directly Associates You With Positive Company Changes

As you are working to advance in your career, imagine how great having a track record of positive change would be. If you advocate for yourself and your accomplishments, leading this group can create a positive reputation for you.

Here’s the kicker: as we discussed before, company leaders won’t automatically think about you or associate your actions with changes. So you have to connect with various leaders and let your team know about what you are doing.

For example, maybe you can create a monthly newsletter that showcases all of your work on behalf of the organization. Try different approaches to getting people to understand what you do.

Conclusion: Step up by Leading an Employee Resource Group

Are you ready to take your career to the next level? Leading an employee resource group is the perfect place to start, and your company thinks you’re ready to lead! We hope that this article gave you some things to consider as you evaluate whether this move is right for you.

Do you want to show your first form of ERG leadership? Try suggesting a tool that will make creating and maintaining employee resource groups easier.

Workrowd might be the perfect partner for your organization’s resource groups. Encourage your leadership team to email us at hello@workrowd.com to see if we are right for your organization.

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10 employee appreciation event ideas to delight your team

Coming up with employee appreciation event ideas can be challenging for companies. Whether you are on a tight budget or have some money to spare, we hope this list of event ideas can help you connect with your team.

1. Participate in a Group Volunteer Day

Volunteering can be a stellar experience for employees, but it’s not always easy to make time for this activity. Arranging a group volunteer day might be just what your team needs to help them find time for volunteering.

Here are a few things you can do as a group:

  • Clean up a highway or park.
  • Pass out meals at a soup kitchen.
  • Shop for, put together, and hand out baskets full of toiletries and living essentials for those in need.

But, how can we frame these volunteer days as employee appreciation event ideas? Simple, you can sweeten the deal by playing fun music, rewarding team members who are participating, and even offering paid time off for employees who attend the event.

2. Put On a Food Truck Lunch Event

Sometimes one of the easiest ways to show appreciation for your team is to cater lunch. If your city has food trucks, consider reserving a few of them to cater lunch for your team.

For example, you could host several food trucks and let your employees choose for the day. Alternatively, you could do a Food Truck Friday where you invite a food truck to your company’s office and buy lunch for your team that day.

3. Create a Drink Station

Do you want more employee appreciation event ideas? Try creating a drink station at work. This simple appreciation event helps you show love for your team by supplying them with free drinks from a:

  • Coffee bar
  • Hot chocolate station
  • Lemonade stand

This idea works even better if staff members can customize the drinks in some way. For example, you can make this event even cooler by purchasing customized keepsake cups or mugs.

4. Host an End-of-the-Year Award Ceremony

One of the most traditional employee appreciation event ideas is an end-of-the-year award ceremony. Employees love receiving recognition for the hard work they’ve put in throughout the year; wouldn’t you?

Try putting together a fun event with custom awards, a nice dinner, and lots of time to bond and connect with coworkers. These events make work special for your team members.

5. Throw Events on Company Anniversaries

Did you know that quitting spikes around a person’s work anniversary? It’s one of the three days employees are most likely to quit.

Work anniversaries make your team think about what they’ve accomplished at your organization. Unfortunately, they might find that they don’t like what they see.

It’s your job as an employer to make sure that staff members feel loved and appreciated year-round. But, you should show some extra love by hosting an event or party for workplace anniversaries.

6. Host a Great Speaker

If you’ve been in the corporate world for a while, you know how energizing a great speaker can be.

Show your appreciation for your amazing staff by inviting a captivating speaker to your office and hosting a nice lunch.

If you get a relatively famous speaker, you can even get them to sign autographs or take pictures after the event.

7. Have a Creative Party

Whether you work in a creative field or you work an analytical job, people love getting creative. What’s better than getting creative when there are no expectations about how good or bad your art will be?

Spend some time chatting, listening to music, and bonding as an organization.

Here are a few examples of creative projects you could get your team into:

  • Painting
  • Jewelry making
  • Pottery
  • Tie dye
  • Lego building

8. Invite Loved Ones to a Family and Friends Day

Who doesn’t love sharing their work with their family and friends? A family and friends day is the perfect way to show your employees how much you care while entertaining their loved ones.

The best family and friends days give your employees’ loved ones a chance to see what they do at work while showing your team how much you care about them.

Try hosting this event as a half day. Family and friends can join the company around lunchtime, take a tour of your office, and see a lunchtime presentation of company awards. After that, you can have a fun afternoon activity for everyone to participate in together.

9. Go to a Game Together

As the fall approaches, fun sports like football and basketball are coming back. Whether you support a high school team or a professional league, going to a game can be fun.

Work with your local sports team to purchase a bunch of seats for your employees. Then, go to the game together dressed in team gear or colors. Before you know it, you and your employees will be having fun together.

Bringing your company together for a fun night on the town isn’t cheap, but it can bring you closer. Make sure that your team members understand that you are doing this because you appreciate the time and energy they put into the company.

10. Host a Talent Show

Employees should be recognized for the talents they have outside of the office, too. When did you last take the time to appreciate your team members for all of their skills and abilities?

Hosting a talent show gives you a chance to highlight all of your employees’ talents, from writing to singing.

You can provide awards for talent show winners like cash, gift cards, or extra time off. Try rewarding employees who are brave enough to step up with a small reward as well, even if they don’t win.

Hosting a talent show should provide lots of entertainment, even if some of your employees are too shy to join. Plus, hosting a talent show shouldn’t cost you a ton of money.

Conclusion: Recognize Your Team With These Employee Appreciation Event Ideas

Your employees deserve recognition. Today’s employee appreciation event ideas should hopefully give you some food for thought around how to celebrate your staff members.

You can create a Workrowd krowd for anything, including planning employee appreciation events. Reach out to us at hello@workrowd.com to see if our product is right for your business.