How to create a sense of belonging at the workplace
Organisations that are able to cultivate a sense of belonging are more likely to have employees who passionately advocate for, are committed to and are enthusiastic about their work, suggested the Achievers Workforce Institute.
In a new report titled Belonging: The lead in DEIB and Engagement, Achievers highlighted how work environments that foster a deep sense of belonging enjoy greater productivity, stronger employee wellbeing, and lower levels of turnover.
Establishing a culture of belonging thus, must be a strategic point of focus for every business and HR leader seeking a more engaged, satisfied and resilient workforce.
Establishing the five pillars of belonging
To guide organisations in the effective establishment of a culture of belonging, Achievers has identified five contributing pillars that can help employees build a sense of belonging:
- Welcomed: Ensure that new employees feel welcomed by both establishing a formal, structured, onboarding process that introduces every new member to the culture, practices and connection opportunities within the organisation – while also recognising them against the core values of the company.
- Known: Help employees to feel known by using reliable and valid personality and values tools that provide insights into their personal wiring, empowering both managers and colleagues to more powerfully motivate and celebrate every individual.
- Included: Create an environment of inclusion by setting the expectation that every employee will feel valued for who they are, through investment in programmes that empower employees to feel accepted without reservation, and by seeking regular feedback to ensure they feel fully integrated and respected inside the organisation.
- Supported: Provide the support that every employee needs and deserves by putting systems in place to ensure they have the contact, coaching, development and recognition that fuels their success. Be sure to empower every manager with the skills and tools that will allow them to deliver on these support factors.
- Connected: Ensure that employees feel connected within the organisation by building a diverse workforce within which they are supported in establishing and maintaining meaningful and longstanding relationships.
Essentially, the Achievers report takes an in-depth look at the key components of DEIB (Diversity, Equity, Inclusion and Belonging), with the underlying belief that experiencing a sense of belonging at work, which includes feeling connected, secured and part of a community, is the ultimate measure of engagement.
Systematically building a culture of belonging by ensuring employees feel welcomed, known, included, supported and connected results in a community that is richly diverse, equitable and inclusive, Achievers added.
Employees with a strong sense of belonging are more likely to be committed, satisfied and productive, and less likely to burn out or suffer from mental health crises.
Click here to download the full report and find out how investing in the establishment of a culture of belonging ensures success for both individuals and organisations alike.