%% #📓 #📚 #🔴 %% # Rituals Roadmap: The Human Way to Transform Everyday Routines into Workplace Magic **Author:** [[Erica Keswin]] **Citation:** Keswin, E. (2021). *Rituals roadmap: The human way to transform everyday routines into workplace magic.* McGraw Hill. --- # ~ 3 Sentence Summary Keswin argues that rituals have a positive impact on work culture. She proposes that workplace rituals form an equation where psychological safety and purpose improve performance. Best practices from top companies are described for each of the main business functions along the employee lifecycle, from pre-hire to the last day of work. ## Key Takeaways - [Takeaway] # Notes & Important Ideas ### Preface & Introduction > [! abstract] Introduction Summary > Rituals provide a sense of belonging, purpose, and connection to something bigger. #### Workplace rituals have positive impact on culture - [[ritual|Rituals]] offer a sense of belonging, purpose and connection to something bigger. - Rituals require intention and feeling - they are purposeful and personal - [[Maria Popova]] notes that routines and rituals are different in practice but connected: > [! quote ] from Maria Popova, founder of [Brain Pickings](https://www.themarginalian.org/) > . . . the structure of routine comforts us, and the specialness of ritual vitalizes us. - Idea of a human workplace "boils down to the fact that honoring relationships leads to more engagement" (p. 7). - Rituals have positive impact on work culture - more connection - improved cooperation - higher productivity - better engagement - decreased anxiety and stress #### Psychological Safety + Purpose = Performance > [! quote] Keswin, 2021, p. 10 > When we feel psychologically safe and connected to a purpose...our performance improves. > [! example] Manager integration exercise Activity to encourage people to consider the impression a manager leaves on a group. With manager out of the room, employees answer three questions. Then manager comes back and reviews and discusses answers with team. > 1. What do we know about the manager? > 2. What do we wish we knew about the manager? > 3. What do we wish the manager knew about us? ^7eb53c - [[psychological safety|Psychological safety]] is positively linked to employee engagement, innovation, and high performance - [[purpose|Purpose]] has to be actualized in day-to-day work - not just a mission statement - What do you and your employees do that makes you feel the most like an employee of your organization? - "original, very effective, atom-level events and interactions that *make people feel like they belong to the company they work for* " (p. 16). ### 1: Rituals for Recruiting, Hiring, and Onboarding > [! abstract] Chapter 1 Summary > Important to make a good first impression with prospects and new hires, because the beginning sets the tone for everything that follows. Get to know them and make them feel like they belong. - To be competitive in recruiting new talent it's important to have a more human workplace: - curating communities inside of work - supporting people's need to have a life outside of work - inviting people's whole selves to work > [! quote] Advice from Dr. Penelope Leach > Start the way you mean to go on. #### Onboarding Rituals - You can't just tell people they belong and should be proud to be part of the team, they have to *feel* like they belong. It has to be personal > [! example] New Employee Induction Exercise > Ask new employees to think about times in previous jobs when they themselves were proudest and then have them discuss those memories with the group. > "What is unique about you that leads to your happiest times and best performance at work? Reflect on a specific time - perhaps on a job or perhaps at home - when you were acting in a way that you were 'born to act.'" #### Preboarding Rituals - Look for recruitment rituals that: - ensure new hires are a good fit - make prospects feel they're at home - connect to company values #### Day One Rituals - Welcome packages for new hires can include: - gifts - branded swag - tips/checklists - an assigned buddy - welcome from CEO #### Beyond the First Day - Important not to let rituals go after people get started - How do we really get to know new hires? - maintain personal connection to new employees - curate space to get to know people - understand each person outside of what they do at work > [! example] Workplace Yearbook > Book of training materials for new hires to keep track and develop them over time. First page is signed with welcome messages from their team. As employees get promoted, their peers continue to write in the yearbook with more personal messages. > [! example] New Employee Snack Cart > 1. Place candy dish on new employee's desk so people will come over and introduce themselves/connect. > 2. Have new employee go around the office with a snack cart to meet people in different departments. > [! example] Lunch with a Buddy > 1. Assign new employee a buddy from a different team. Buddy has budget to take them out for lunch or coffee. > 2. Sometime during first month, new employee has coffee with the founder/CEO/executive. ### 2: Rituals for Beginnings > [! abstract] Chapter 2 Summary - Use rituals to elevate mundane activities. - Rituals act as triggers for specific mindsets and actions. - Think about how you begin - a day, a week, a meeting, or a project - and for whom. > [! example] Monday Morning Grounding Ritual > Team meeting where each person shares three things: > 1. Something they're grateful for > 2. Something they're proud of > 3. Something they're struggling with - Start mornings with intention and find a way to connect to yourself before you connect with others. - avoid meetings and emails until noon - meditate - arrive before others to work alone - have cup of tea and set intentions for the day - ### 3: Rituals for Gatherings > [! abstract] Chapter 3 Summary ### 4: Rituals for Shared Meals > [! abstract] Chapter 4 Summary ### 5: Rituals for Professional Development > [! abstract] Chapter 5 Summary ### 6: Rituals for Breaks > [! abstract] Chapter 6 Summary ### 7: Rituals for Recognition & Reward > [! abstract] Chapter 7 Summary ### 8: Rituals Exemplar > [! abstract] Chapter 8 Summary ### 9: Rituals for Endings > [! abstract] Chapter 9 Summary ### 10: Design Your Own Rituals Roadmap > [! abstract] Chapter 10 Summary ### Postscript: Rituals in Turbulent Times > [! abstract] Postscript Summary ## Connections to Other Materials - # Personal Reflection & Application - As part of my [[Leadership Project Proposal|leadership project]], I am reflecting on how we can be more intentional and consistent in using rituals to improve belonging, engagement, and leadership development in our Rotary club. I'm particularly interested in: - rituals for onboarding - rituals for beginnings - and rituals for professional development --- # Other References TBR:: 🔖 *Bring your human to work* by Erica Keswin (GR) TBR:: 🔖 Brooks et. al. (2016). Don't stop believing: Rituals improve performance by decreasing anxiety. *Organizational Behavior and Human Decision Processes, 137,* 71-85. https://www.hbs.edu/faculty/Publication%20Files/Rituals%20OBHDP_5cbc5848-ef4d-4192-a320-68d30169763c.pdf (Z) TBR:: 🔖 Popova, M. (June 6, 2016). The difference between routine and ritual: How to master the balancing act of controlling chaos and finding magic in the mundane. *Brain Pickings.* https://www.brainpickings.org/2015/02/13/routine-ritual-anne-lamott-stitches/ (Z) TBR:: 🔖Vaccaro, A. (April 18, 2014). How a sense of purpose boosts engagement. *Inc.* https://www.inc.com/adam-vaccaro/purpose-employee-engagement.html (Z) TBR:: 🔖 Carr, A. (November 15, 2017). 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