By Catherine Ngo Content writer, presenter and podcaster

Google calls its employees "Googlers," Indeed says "Indeedians", and Canva says "Canvanauts." Some companies give their employees nicknames to foster belonging. 

Choosing a nickname for your employees that aligns with a company's culture requires thoughtful consideration. HR professionals should consider the nickname's impact on inclusivity and employee morale. It is essential to ensure that the nickname resonates with everyone, and if it does not, alternative options should be explored to maintain a positive and respectful work environment.

Rethinking company culture

Nicknames are an extension of company culture. When used correctly, they reflect company goals. For example, if the goal is to create a team environment, the nickname represents the effort (for example, "Goal Getters").

A clear and cohesive company culture ensures that nicknames add meaningful value. This means that HR professionals must prioritise defining the company's culture before adopting nicknames in their strategies. This can be achieved by facilitating open discussions and listening sessions that gather employee input and feedback. 

It is essential to consider that assigning nicknames can potentially suppress authenticity and marginalised identities. Crafting cultural strategies can be challenging since it varies based on individual needs and preferences. Leaders should be mindful of these nuances when making decisions related to nicknames.

In the workplace, some employees may not appreciate being given a nickname. According to an EY report, 56% of employees worldwide feel pressured to suppress their true identities at work due to fear of negative career consequences. This number rises to 77% for LGBTQ+ workers.

Checklist: how do you choose a nickname for work

Choosing the ideal name for your work team or project is essential as it can have the power to foster belonging if done right. To aid in the creation or selection of an effective team name, consider the following guidelines:

  • Aligns with company mission and values: When selecting a nickname, consider aligning it with your team's core values and mission. If innovation is a central focus, a name like "Innovation Catalysts" effectively conveys this emphasis.
  • Consider department names: When selecting a team name, make sure it accurately reflects the primary function of your team or project. If your team specialises in technical support, consider names highlighting their technical expertise or problem-solving abilities (for example, "Bug Busters").
  • Balance between professionalism and creativity: Craft a name that captivates attention while instilling confidence in your team's skills and reliability.
  • Make it familiar: Choose a name easily remembered and pronounced by everyone. Simplicity is vital to making the name memorable and fostering smooth interactions.
  • Make it positive and inclusive: Remember inclusivity and cultural sensitivity to prevent inadvertent exclusion or offence.
  • Brand Coherence: When selecting a team name, consider the alignment with your company's branding. A playful name may clash with a formal brand identity and vice versa. Ensure that the team’s name complements the overall brand image and values.
  • Foster Team Collaboration in Naming: To create a stronger sense of ownership and commitment, involve your team members in selecting a name for your project or initiative. This collaborative approach offers a fun, engaging team-building activity that encourages everyone to participate. Including the entire team in the naming process increases the likelihood that the chosen name will resonate with and hold significance for all members. This strategy ensures buy-in and dedication from the team and strengthens their bond and sense of belonging to the project.

 

Nicknames in the workplace can be a double-edged sword. While they can foster inclusion and create a sense of belonging, they can also lead to exclusion and discomfort if not handled thoughtfully. Before implementing nicknames, HR professionals must consider the company's culture, inclusivity, and employee preferences.

Have you successfully implemented nicknames at your workplace? Or do you find nicknames to be cheesy or unprofessional?