How any business can create a culture of belonging in the workplace

Deborah Sweeney

What do people mean when they say they “belong” at work? Belonging doesn't necessarily mean being popular with your coworkers, nor does it mean feeling connected to your work colleagues just because you went to the same school or lived in the same neighborhood. What can business leaders do to create a culture of belonging in the workplace?

According to research from non-profit think tank Coqual, belonging in the workplace is rooted in four elements: 1) saw For your unique contributions; 2) Connected To a colleague; 3) Supported in your daily work and career development; and 4) I am proud Clarify your organization's values ​​and purpose.

Part one of Coqual's Belonging Series, “The Power of Belonging: What it is and why it matters in today's workplace,” examines what it means to belong in the workplace and offers simple steps to increase employee belonging.

When you create a culture of belonging within your organization, everyone benefits. Here are some of my favorite takeaways from the report:

The four elements of belonging

According to Koqual, sense of belonging is measured on a 10-point scale based on four factors.

• saw-When you are seen thriving in the workplace, you will be recognized, rewarded, and respected by your colleagues.
• connection-Being connected at work allows you to have positive and authentic social interactions with your colleagues, managers and senior leaders.
• Supported —When you have support at work, the people around you give you what you need to get your work done and live a fulfilling life. These people could be your colleagues or senior leaders.
• I am proud-When you take pride in your work and your organization, you feel aligned with the organization’s purpose, vision, and values.

Do your employees feel a sense of “belonging” at work?

A survey group of college-educated professionals were asked a series of questions and, based on their answers, were given a “sense of belonging score” from 0 to 10. Half of the respondents received a score between 6.25 and 8.54, indicating that most employees feel some sense of belonging at work.

The report found that people with a “high sense of belonging” are more likely to be enthusiastic about their work, intend to stay at their workplace for at least two years, and feel extremely loyal to their company, while those with a “low sense of belonging” are four times more likely to feel like their careers have stalled.

How to build belonging at every level

The Coqual report outlines a five-step process for organizations, senior leaders, managers, and colleagues to build and nurture a culture of belonging in the workplace. Let's take a quick look at what should be prioritized at each level:

Organization

The organization essentially serves as the foundation for establishing a high sense of belonging score.

1. We have senior leaders who lead by example.
2. Employees have a lot in common with their senior leaders.
3. Regardless of seniority or performance, you will be held accountable if you violate company policy.
4. There is a clear and reliable way to report violations of company policies.
5. A budget was set aside for the celebration.

The report highlights the need to do more to create an environment where employees are recognised and supported, including diversifying leadership and incorporating D&I into initiatives such as employee succession planning.

Senior Leader

Senior leaders set the tone for their organization by:

1. Embody the organization's values.
2. Model inclusive leadership by listening to all voices within your team.
3. Be transparent about your values.
4. Aim to connect with employees across your organization.
5. Share a personal story.

In many ways, the expectations for senior leadership are similar to those reported in other studies, including the 2021 Edelman Trust Barometer Special Report: The Belief-Driven Employee, which highlights that values ​​are the primary reason employees choose to work for and stay at a company, far surpassing salary increases or career advancement.

According to Edelman research, 6 in 10 people choose to work for an employer that shares their values ​​and beliefs. What's more, leadership is expected to address today's challenges, such as sustainability, reskilling, and diversity and inclusion in the workplace. The more leadership is willing to step up to these challenges and show a willingness to fight the good fight, the more employees will feel supported, recognized, and engaged in their work (and proud to work for the company!).

More articles from AllBusiness.com:

manager

Managers drive culture by:

1. Praise employees for their work.
2. Provide regular, honest feedback to help employees improve their work.
3. Respond to employee concerns.
4. Publicly recognize employee contributions.
5. Empower team members to make decisions.

People moving into management roles are often encouraged to become the type of manager they wanted to work with when they were employees. Thus, there is an interesting overlap between increasing belonging at the managerial and peer levels. Both managers and peers need to be able to provide feedback and praise and demonstrate responsiveness in their roles.

Peer

Finally, we'll look at how peers can foster a sense of belonging among each other and ultimately build an inclusive culture.

1. They respect their colleagues' responsibilities outside of work.
2. Provides timely and honest feedback on colleagues' work.
3. Compliment your coworkers' work.
4. I appreciate the work of my colleagues.
5. Communicate openly and honestly with colleagues about working relationships.

Gratitude is important for making someone feel seen, connected, supported and proud, as is respecting and supporting each other's work-life balance.

Every business has the power to create a culture of belonging

These steps vary depending on your career level, but each step teeth It is achievable. No step is too difficult or impossible to take. Simply put, there are no excuses that should stop any organization, large or small, from cultivating a culture of belonging in the workplace.

About the Author

Deborah Sweeney is My CorporationWe provide incorporation and LLC formation filing services for entrepreneurs. For more of Deborah's articles and background, please see below. All Business.

Related: Understanding employees' attachment styles can help managers build more cohesive teams