Those entering the workforce today – called ‘Generation Z’, born after 1997 – are members of multiple communities in a way never seen before in human history.

These communities are broad and contradictory.

They are hyper-local and global.

They are fast-moving, dynamic, ever-changing.

These communities encompass interests, geographies and friendship groups. Some drive deeply held loyalties; others may be thought of only on occasion.

This trend is not just influencing those at the start of their working lives. Most of us today are part of a broad range of networks and communities.

As a result, we are all getting better at adapting ourselves to the behaviours and rituals of diverse communities.

Actual friends and social media ‘friends’, work colleagues, sports teams, former school mates; WhatsApp groups, Facebook groups, Slack channels.

All will have different rituals that make up their shared identity.

The good news for you if a leader of a team, business or organisation is that this shift should make it easier for you to nudge a culture in the right direction.

A culture is continually changing, evolving, growing. So actively fostering a sense of shared identity, a sense of place and community, can be hugely beneficial.

To do this ask yourself a few questions before putting in places your nudges.

Aim to delve deeply into what your work culture is through looking at your team’s collective identity.

What is the language of your community? What words and phrases crop up time and again?
What are your rituals (team drinks, monthly breakfasts, birthday celebrations, summer/Christmas parties) that are repeated and embedded in your team?
What is your induction process? How do you welcome a new member to your team?
How do you celebrate success or acknowledge failure?

Be honest. A community can be damaging, even destructive, to individuals and to itself unless its members are working together - and for good.