Breaking down silos

Breaking down silos

Having connections within an organization as a whole increases the sense of belongingness and promotes higher levels of satisfaction and engagement among employees. Unfortunately, roles, business units and ranks often erect barriers between people who could otherwise build meaningful relationships. This can have a huge impact on your employees’ loyalty to your organization as individuals with six or more workplace friends are significantly more likely to report feeling deeply connected to their companies.

How can MixR help break down silos in my organization?

Embracing what makes your employees Human

Embracing what makes your employees Human

People are more than a set of skills and a job title: they have passions, interests and social needs. MixR puts that fact front and center by helping employees bond around their common interests, not just their work. This effectively breaks down the silos that would ultimately harm the organization's productivity and keep employees from feeling belongingness and trust.

Breaking down traditional silos of hierarchy

Breaking down traditional silos of hierarchy

To instill a culture of trust and belonging between managers and their teams, organizations must steer away from hierarchy and move towards community. MixR’s communities are purpose-built to be interest-centric and bypass traditional teams, functions and departments, allowing employees of all levels to get to know each other no matter their role.

What else can MixR do for you?

Building inclusion in the workplace

Creating an inclusive company culture is crucial: employees who feel their voice is heard are 4.6 times more likely to perform their best work. On the other hand, organizations that lack inclusivity often suffer from higher turnover rates, lesser engagement levels, poorer employee satisfaction and difficulty attracting

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A new generation of ERG

ERGs, Affinity Groups and other pre-existing interest-based groups are common staples of corporate culture. In fact, 90 percent of Fortune 500 companies now have ERGs and there is a clear growth in funding and employee interest surrounding them (ERG Leadership Handbook - Diversity Best Practices)

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