By Lalitha Benjaram EIT, Diversity and Inclusion Program Manager at Mead & Hunt
From The Zweig Letter
Committees are an efficient way for young professionals and newer employees to meet other team members and develop a strong connection to their organization.
Employees in our industry are constantly finding a balance between their billable and non-billable work, which can sometimes feel overwhelming. There are many rewarding ways to use non-billable time, such as training, team meetings, and business development. Equally important is using some of this time to get involved in a company committee, and managers should support and encourage interested employees to get involved in a way that is meaningful to them. Committees are an efficient way for young professionals and newer employees to meet other team members and develop a strong connection to their organization.
This participation benefits both the employee and company in many ways, including:
Increased employee engagement and sense of purpose. Active employee participation in committees creates a sense of ownership and belonging. This increased engagement means that employees are more committed to their work and the success of the organization, leading to higher morale and job satisfaction. A recent study conducted by Deloitte shows that nearly 90 percent of Gen Z and millennials view meaningful and purposeful work as vital to their job satisfaction. They are not willing to settle for an organization or day-to-day that they are not passionate about. Finding purpose in a company committee to drive change within the organization or industry is a great way to supplement project work or meet this need in the early stages of their career when they are finding their specialty.
Development of leadership skills. Most of our firms are working to increase the visible and invisible diversity of our leadership teams. Committees provide an opportunity for employees of different backgrounds to gain leadership skills and experience, which in turn makes them strong candidates for promotions. These leadership skills will also directly benefit their performance as part of project teams.
Building strong relationships. Company committees provide opportunities for employees to collaborate across disciplines and locations to build relationships. These connections are especially critical for employees who work remotely and/or identify as underrepresented groups in our industry; having a support network can make the difference between navigating challenging situations and leaving the company or industry altogether. Strong peer connections also lead to overall job satisfaction and informal mentor/mentee relationships.
Increased productivity, innovation, and growth. Engaged employees feel included and know they are contributing to the direction of the company. Employees that feel engaged and valued are also more productive. When they feel heard, appreciated, and connected to the organization they put in extra effort to achieve project and organizational objectives. Company committees can foster innovation by encouraging creative thinking and problem solving.
Now let’s examine the role that managers play. Manager and organizational support for employees who want to be involved in company committees is essential. Managers can support their employees by having open conversations with them about their interests and goals. Remind them of the different ways they can participate in the company and follow their passion. Work with employees to understand how joining a company committee can be balanced with their workload – some committees may only require one hour of dedicated time per month and still providing the benefits described above.
In summary, participation in company committees strengthens an employees’ engagement, sense of belonging, and innovation. It can also help employees develop their leadership skills and diversify the pool of employees who are developing leadership skills and good candidates for promotions. Manger support is key. While it can be difficult to balance typical job duties with committee involvement and other non-billable tasks, the benefits to the employee and organization are worth it.
Lalitha Benjaram, EIT is diversity and inclusion program manager at Mead & Hunt. Contact her at [email protected].
