Shift Culture Awareness from “Hurumph” to “Hurrah”
Feb 02, 2025
Ever had someone give you that "you've got to be kidding me" look when talking about how much you love your job? I see it all the time coaching companies: that unmistakable “hurumph” that speaks volumes about someone's relationship with their work culture.
That “hurumph” is more than just a sound as we spend 70% of our waking hours at work. It's a cry for cultural transformation.
So how do we shift awareness and transform from hurumph to hurrah?
We shift awareness with an intense focus on belonging @ work.
Think about your own organization. How do your colleagues show up on Monday versus Friday? That gap tells us everything about how well they experience belonging in your work culture. Genuine belonging is about more than fancy perks or motivational posters. Belonging builds on a foundation of awareness that shifts in three critical areas.
Belonging with Authenticity in Awareness
First, belonging that shifts awareness in your culture empowers authenticity. Magic happens when team members bring their whole selves to work. Innovation rates double when spaces exist for genuine, authentic conversations. Why? Team members drop the masks and step forward with their best ideas.
Belonging with Acting on Feelings of Awareness
Second, belonging shifts awareness of how people feel about their work. Are they engaged? Does their passion align with the company purpose? More importantly, how do they act on those feelings?
A manufacturing plant transformed their culture by opening every team meeting with one simple question: "Describe your best day at work." That question unlocked hidden passions and talents, and led to new initiatives that cut turnover by 60%. One maintenance technician shared his passion for mentoring others and now runs the company's apprenticeship program.
Belonging with Safety of Awareness
Finally, there's psychological safety, the bedrock of belonging @ work. Leaders create safe spaces for creativity and innovation to flourish when they show vulnerability first. Teams increase innovation by as much as 70% simply by implementing "safety circles" where everyone shares their challenges and learnings.
This first path to culture transformation by increasing belonging @ work through shifting awareness requires courage. Sometimes real conversations about uncomfortable topics miss the mark and other times they strike the bullseye. Persevere and create regular spaces for authentic dialogue through three key conversations:
- One-to-One Chats: Set up time blocks in your calendar for a conversation with each team member. Can it take lots of time? Sure. Does it pay dividends beyond the hour? YES!
Initially team members may wonder what they did wrong. That’s human nature. They’re unaccustomed to such special attention unless there’s been a negative experience. Eventually they positively anticipate your conversations and prepare their responses to your question, “How may I help you succeed?”
- Team Discussions: Transform your team discussions with “What did you learn since last time?” You go first by sharing something you tried that went sideways, what you learned, and how you’ll approach that task better next time. “Next time” is a powerful phrase that delivers hope and grace.
You go first the first several times you introduce this concept in team meetings to set the expectation that vulnerability is encouraged. Your words as a leader weigh more than anyone else’s. Display this transparency first.
- Cross-Departmental Connections: Silos exist in just about every industry I’ve encountered. They arise from a lack of communication about who we are and what we do. That lack prevents empathy from flowing which sets up turf battles over resources and anything else that’s up for grabs.
Get departments, or at least their leaders, together for a quarterly conversation about, “What do you need to succeed better?” Make it a judgment-free experience. Take great notes that are distributed after the gathering for validation and integration through best practices.
Transform “hurumphs” into “hurrahs” as you shift awareness about belonging @ work to focus more on authenticity, acting on feelings, and psychological safety.
A great starting point is to observe how many “hurumphs” you hear, especially on Mondays. Contrast that with how many “hurrahs” you hear. The answer might just be your motivation to transform your work culture to make belonging @ work more important.
Belonging @ work is one of the foundations of how we grow both people and profits and create a Work Positive culture.
Taken from Dr. Joey’s soon-to-be-released book, Belonging @ Work: 5 Shifts that S.T.I.C.K. a Positive Culture.
What’s your question about how to create a positive work culture? Ask Dr. Joey here.
Subscribe to the Work Positive Newsletter
Get the latest blog, podcast, and other resources weekly that help you Work Positive.
We detest SPAM and guard your information carefully. Unsubscribe any time we violate your trust.
