Leaders need to strive for inclusion by design coupled with essential qualities
We, humans, have an innate need to belong, and the same is true when we are in the workplace. The world, while undergoing unprecedented changes over the past few years, has given rise to myriad problems at the workplace – lack of a sense of belonging or feeling isolated at work being one of them. A recent EY survey found that more than 40% of U.S. respondents reported feeling physically and emotionally isolated in the workplace. On the contrary, 39% of respondents feel a sense of belonging when their colleagues or manager look them up, both personally and professionally. The findings clearly indicate a radical shift in what the employees expect and need from their leaders.
Before delving into the steps in creating belongingness, it is imperative to understand the value of workplace belonging. In 2019, BetterUp conducted research to investigate the role of belonging at work, and the findings revealed that if workers feel like they belong, companies reap substantial bottom-line benefits. High belonging was linked to a whopping 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. For a 10,000-person company, this would result in annual savings of more than $52 million.
And this impact on the bottom line is why inclusive leadership must be one of the priorities for organizations today. Inclusivity for a leader is ultimately a simple principle: At its core, it’s the practice of being observant, fair, and empathetic.
An inclusive leader—a people manager or team lead— will be characterized by these six defining qualities:
- They invest time in relationships, which means they know how to support the people they oversee.
- They recognize and verbalize their recognition of the work others are doing and reflect the value of each member.
- They are empathetic. They know everyone in the team, what they do, see their efforts, and model non-judgmental behavior.
- They have a genuine social connection with those they oversee and encourage bonding among teammates.
- They elicit participation, especially from those who might otherwise not speak up.
- They generate alignment by communicating the company vision and goals, ensuring everyone is working toward the same things.
Although it may seem easy, fostering inclusivity requires a significant effort. For many, becoming an inclusive leader requires a shift in mindset, which takes ongoing practice and training. Avtar’s Inclusion by Design program for leaders helps drive home a sense of belonging in their workforce.
