Most organizations actively strive for a diverse representation in their workplace, but very few try to ensure that the employees feel included. Here are 4 ways to foster belongingness.
As they say, “Diversity is being invited to a party, inclusion is being asked to dance, and belongingness is dancing like nobody is watching because that’s how free you feel to be yourself.”
Belongingness is important as it brings out the best in everybody. Without a sense of belonging, employees feel insecure, which affects their performance, creativity, and ability to perform.
Research reveals that when employees experience a sense of belonging they are:
- 3 times more likely to feel people look forward to coming to work
- 3 times more likely to say their workplace is fun
- 9 times more likely to believe people are treated fairly regardless of their race
- 5 times more likely to stay in the company for a long time
Recent research shows that missing sense of belonging is one of the top three reasons employees give for leaving a job. Hence as an organization, it is important to create a culture of belongingness in the workplace. Here are four ways to ensure it:
- Tracking: Conducting an employee engagement survey and collecting information on the employees across demographic groups will allow the organization to identify the strengths and the areas of improvement.
- Building social bonds: Bringing people together in the workplace on various occasions will create a sense of belonging among the employees. Forming groups of employees where they can brainstorm ideas and have problem-solving sessions and having a seating arrangement at the office where they can connect daily will help.
- Trusting relationship: Having an informal and formal relationship with your manager or mentor at the office will develop a bond of trust among the employees. It will help them to take the feedback constructively and work towards improving themselves and the organization. It will also help the employee open up to the manager or the mentor to discuss challenges.
- Being intentional about inclusion: Inclusion is a conscious effort, and the manager or the leader has to make continuous efforts. Constantly checking on self and asking, “Am I including people?” is the first step to intentional inclusion. Inviting people to meetings, encouraging them to share ideas, and speaking up will go a long way.
Bringing belongingness out in the open and having a shared vision is a sure-shot way for the employees to experience it authentically in the workplace.
