Relational Well-being

Colleagues who are connected feel valued, and feel safe to express themselves in the workplace can contribute more and experience greater job satisfaction because of a strong sense of inclusion. We strive to create a welcoming, supportive and collaborative environment where full participation is valued and voices from all backgrounds and perspectives are heard.

As a creative profession, our work is made richer through dialogue and debate; design reviews and pin-ups are the place where the essence of a design take shape. Participation of diverse perspectives in these activities is foundational to bringing forth our best work. By strengthening interpersonal connection and trust in our relationships, we are more able to express thoughts and ideas clearly with respect, vulnerability, and candor.

Psychological safety is a term describing a shared belief that a team is safe for interpersonal risk taking. Teams that feel safe and grounded in their work relationships, are more engaged, productive, and inspired. The responsibility for creating a psychologically safe work environment belongs to us all and requires an awareness and investment to ensure team members feel included and valued. This applies not only to in-house teams, but also clients and collaborators. Characteristics of trust, curiosity, confidence, and inspiration allow team members to become more openminded, resilient, motivated and persistent. This sense of connection and engagement leads to a broader sense of inclusion.

Architecture demands that we iterate, debate, and work diligently to uncover options and ideas that provide our clients with places and buildings that inspire and illuminate our best values. By strengthening a culture that shares ideas with confidence, we strengthen our cumulative capacity.

Clear, Consistent Policies & Enforcement

By clarifying firm guidelines and reinforcing support structures around how we interact with one another, we build trust and confidence in how we can expect our interpersonal interactions to be conducted.

Goal

Improve clarity and cohesion of firm policies to support relational well-being.

Engage a human resources consultant to assist the firm with current policies. Review to ensure equitable and inclusive current policies, identify any necessary new policies, and to assist with the consistent application. Specifically, the following emerged from the staff survey:

• Clarify process for problem resolution.

• Review onboarding process.

• Review and enhance employee feedback processes inannual reviews, etc.

• Establish and enhance forums to voice concerns, in-person and anonymously.

• Clarify promotional pathways.

Opportunity to Build Social & Professional Connections

Offer regular, varied ways to connect with each other as individuals to increase sense of belonging and connection.

Goal

Promote opportunities to connect socially to increase inter-personal connections.

1. Place equal importance on social and professional events by identifying a Office Social Calendar manager that is rewarded similarly to other roles like the Stick Lunch or Monday Lunch coordinator.

2. Schedule office-sponsored events at various days/times to offer staff with diverse needs and circumstances to engage. Events should endeavor to provide options for all ages/ genders/diversities.

"[I] wish there was an ‘official’ HR person with the same pull as a Principal, but not an architect. There is no neutral party."

"The Design Fridays are an opportunity for cross-pollination. "

"The unscheduled conversations that occur in the office build camaraderie and support retention."

"Firm culture is built on one-on-one conversations."

"Being more informed bolsters psychological safety, enhances sense of ownership. "

Quotes from Listening Sessions