How to create a sense of belonging in the workplace

Close your eyes and imagine working in a place that makes you feel restless, uncomfortable, and like you can’t be yourself. How long do you think you would stay in that company? Probably not long. That’s why companies of all sizes must foster a sense of belonging in the workplace to help employees feel like they can be authentic, belong to a shared community, and feel supported, which impacts the bottom line.

Don’t you know what a sense of belonging is or how to include it in your business? Read on because we’re about to dive into exactly what fostering a sense of ownership does for a business and how you can create a deep sense of ownership in your organization.

What is the sense of belonging in the workplace?

Creating a sense of belonging in the workplace means creating a place where employees feel accepted for who they are and are respected by their employers and coworkers. To belong means to be a part of something, and emotional need is explicitly listed in Maslow’s Hierarchy of Needs as a key motivator for human existence.

It’s been widely recognized that a diverse workforce equals a happy workforce, but creating a sense of belonging in the workplace adds to things.

According Harvard Business ReviewIf workers feel like they belong to a company, this will have a substantial impact on the bottom line, and the statistics don’t lie. His research shows that “high membership is associated with a whopping 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. For a company of 10,000 people, this would generate annual savings of more than $52 million.”

Not a bad save to make people feel part of a team and like they belong. Do you feel more prepared to create a culture that prioritizes belonging in the workplace? Here’s what you need to know.

Show appreciation and recognition to employees.

When an employee feels appreciated and recognized for their contributions, it shows that they are valued, which helps create a sense of belonging and fosters team camaraderie.

An easy and effective way to show employee appreciation is to make sure your company has strong employee appreciation and recognition programs. These could include more formal ideas like regular one-on-ones, flexible work arrangements, and performance management plans, and/or more ad-hoc initiatives like free team lunches, summer Friday afternoons outside of work, or team awards. .

However, make sure you don’t just focus on actions. Find time to have meaningful conversations with employees, even a simple “hi, how are you?” it can make a big difference in employees’ feelings of belonging and helps foster a culture of inclusion.

When new employees start at your company, do everything you can to make them feel welcome and like part of a team. We’re talking about more than a box of donuts and a welcome email. Instead, take them out to lunch, introduce them to different departments, learn more about their likes and dislikes, ask them how they like to communicate, and show them that they’re working for a company that cares about employee well-being.

Practice open and honest communication

Good communication is the cornerstone of a successful business. Without openness and transparency, companies lack trust and potentially open themselves up to an “us vs. them” business culture. This can make team members feel insecure to talk about their experience working at your company and hinder their ability to feel like they belong at work.

Use inclusive language to create a sense of ownership and ensure all employees feel seen and respected. For example, introduce yourself with pronouns and stop using the term “guys” to address everyone in the room. Also, be sure to speak in simple, jargon-free language that is accessible to everyone, and avoid idioms that can confuse neurodivergent people in the workplace.

Create support networks

TO McKinsey report found that 54% of employees who left their job in the last six months did not feel valued by their organization, and 51% said they lacked a sense of belonging. Additionally, 46% said that the desire to work with people who trust and care about each other is another reason to quit.

This shows that employees want stronger and more meaningful working relationships, a sense of connection, and to be seen. Building relationships and support networks is an integral part of building that sense of belonging.

To help create a sense of community and belonging in the workplace, companies need to provide support beyond just offering mental health benefits, which is a big step in the right direction! But companies must go further to foster feelings of belonging, and many companies introduce internal support systems and networks to help employees feel more at home.

For example, improving team bonding helps mitigate feelings of isolation and being an ‘outsider’. So, organize regular team meetings and activities to help keep employees motivated and engaged and allow them to foster deeper work relationships and connections that help employees feel like they belong.

Welcome employees who start common interest groups. In our first remote world, this could be as simple as having a dedicated Slack channel for relevant hobbies, eg #livemusic, #cycling or #dungeonsanddragons. Creating a sense of belonging and community will encourage employees to be authentic, which is good as long as they know how to set limits between your personal and work life.

Get buy-in from leadership

Creating a sense of ownership is difficult when you’re not integrated into your company culture, and that starts from the top down. You must gain ongoing buy-in from all members of your leadership team to help foster a sense of ownership. Don’t create a toxic environment that focuses on office politics and mismanagement, and make sure leaders don’t show favoritism—both of these elements will kill employee ownership and engagement.

However you decide to create a sense of belonging in the workplace, make sure it comes from a place of responsibility. For example, create a diversity, equity and inclusion statement that shows your commitment to creating a diverse workforce and encourages people of all backgrounds to apply to work together at your company. You never know who they might bond with to create a valuable sense of belonging.