The Accenture Fjord Trends 2022 report is out and it reinforces what we’ve been saying for years.

A “we” vs “me” mentality wins at work every day.

Fjord Trends 2022 is a highly-regarded report that identifies key trends in the fields of business, design and technology. The report suggests that in order to develop a “we” mindset within business teams, organizations should focus on building strong connections and creating a sense of shared purpose.

According to the report, “work culture needs a booster shot of “we.”

“Businesses might have to work hard to help individuals see its value, and ensure that employees understand the responsibilities and the benefits of being part of the collective. Business is a team effort, and the “we” mentality involves giving to others through things like teaching skills or mentoring.

“Senior leaders must emphasize the value of teams and their importance for engagement, innovation and creativity.

“Lastly, the new human experiences that arise out of this could begin to change the fabric and nature of companies. It’ll be a significant challenge defining how to differentiate employee experience when work just feels like a set of tasks coming out of a laptop.

“Work has become more transactional thanks to the rise of tech tools, so companies must adjust the balance of the employee experience to be about more than just task productivity. The tensions based on the rise of individual agency don’t just affect a person’s employment. The need to care about the collective is very
important for social movements and any action that requires thinking beyond oneself.

“Firstly, there’s the rising importance of self-care. The pandemic has wreaked havoc on mental health around the world—this was one of the biggest global signals coming from our design studios as we crowdsourced these trends.

“In the UK, 87% of HR leaders have experienced increased numbers of employees disclosing issues around mental health, and 82% have seen greater numbers of staff reporting feelings of loneliness.

“Outside of families, the amount of time and attention now devoted to caring for the well-being of colleagues has increased for many people.

“Compassion and grace among colleagues for personal struggles—be it mental health, grieving, or a sudden disruption through illness—have become normalized in work. This increased emotional toll within work, on top of productivity expectations, has caused some in management positions to reach a breaking point and seek out other employment.

“As 2021 progressed, a growing list of companies—from Nike to Bumble, LinkedIn and Hootsuite—acted to support employees’ mental health by shutting down their offices for a week. Like many other businesses in 2021,

“Accenture hired a Chief Health Officer, Dr Tamarah Duperval-Brownlee, to focus specifically on employee well-being and investment. Taking care of employees is a moral imperative, of course, but their well-being also has a direct impact on business performance, operational resiliency and sustainability.

“This is reinforcing the importance of nurturing a culture of care in the workplace.”

What you can do right now to be ready.

With all this in mind, here are some specific strategies you can use to foster a “we” mindset within your teams:

Encourage collaboration: Encourage team members to work together and share ideas, and provide them with the tools and resources they need to do so effectively. This can help to build teamwork and foster a sense of shared purpose.

Promote open communication: Encourage open and transparent communication within the team, and make sure that there are channels in place for team members to share their thoughts and ideas. This can help to build trust and foster a sense of connection between team members.

Encourage inclusivity: Make sure that all team members feel included and valued, and encourage diverse perspectives and experiences within the team. This can help to create a sense of belonging and community within the team.

Foster a sense of purpose: Help team members to understand the bigger picture and the purpose of their work, and encourage them to take ownership of their contributions. This can help to build a sense of shared purpose and commitment to the team.

Provide opportunities for team building: Consider organizing team-building activities or events that can help team members get to know one another and build stronger connections. These can be in-person or virtual, depending on the circumstances.

For a deeper dive, download the report.

And if you want to easily introduce a “we” mentality (or ensemble mindset as we often call it) then give us a call.

We can help.