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How do you know if you belong on a team? Do you feel like an outsider at work? Your team likely lacks employee belonging. You feel more like a number within your team than an actual human being able to contribute your ideas and solve problems, and I know that feeling very well.
As a solo immigrant, for the longest time I didn’t feel I belonged anywhere in the US. I spent 10+ years in corporate America trying to fit into many spaces. I put some of my values in a box because I couldn’t be myself.
Many times I felt invisible and overlooked. People didn’t think I was smart enough because of my accent, and the lack of acknowledgement by my peers made me feel like my presence didn’t matter. I felt like I was on a team just to check a diversity box.
Many people feel like I did—that they can’t speak up at work or show up as themselves. They feel invisible and do everything to fit in. They feel alone, and isolated, and lack human connection at work. They crave a workplace where they feel others embrace who they are without judgment—a sense of belonging.
By the end of this read, you’ll know what belonging is, what it means to belong at work, the difference between belonging and inclusion, how belonging affects workplaces, and how companies can foster a sense of belonging for employees.
Related Podcast Episode: Why Ensuring Employees Feel a Sense of Belonging is Essential
What Is Belonging?
According to Harvard Business Review, “social belonging is a fundamental human need, hardwired into our DNA.” Belonging is the feeling of being accepted within a group or community setting.
People who have a sense of belonging don’t feel they need to change how they look, speak, or act to feel they belong. They feel secure, connected, and supported by those around them. They feel seen, heard, and safe to speak up, share feedback, and interact.
People may define the feeling of belonging based on their background, upbringing, and culture. When people feel the acceptance to be themselves within a group, they often share that sense of belonging with others.
Understanding Employee Belonging: The Need for Connection At Work
When people think about their job, they want to feel like they are a part of something meaningful. People work hard to provide for their families and advance in their careers, and if they work 40+ hours a week, they may spend more time with their coworkers than with their loved ones.
A sense of belonging drives happiness and instills joy at work. It enables people to feel a part of the company’s mission, vision, and values.
The Elements of Belonging in the Workplace
Belonging is a human need, and employees want to feel a sense of connectedness with each other and their work. They want an environment that makes them feel comfortable being themselves.
Employees want to feel safe, supported, seen, and heard by their managers and colleagues. Belonging can improve employee morale, self-worth, productivity, tenure, and engagement.
The Difference Between Belonging And Inclusion
Inclusion is the doorway to belonging. Companies often make efforts to bring in more diverse people to the workplace. Sometimes companies try to celebrate holidays from different cultures to make everyone feel included, but that’s not the same as belonging.
If a work environment isn’t a safe place for people to share ideas, and opinions, and see their expertise implemented, celebrating a holiday from their culture won’t give them a sense of belonging.
Inclusion is not about hiring people from diverse backgrounds and adding them to the team. If people are included in a project, task, program, or event, but their manager doesn’t provide a safe space for them to speak up or show up as themselves, they won’t feel a sense of belonging. They may even try to suppress who they are and try to fit in.
How The Lack Of Belonging Affects Workplaces
Belonging goes beyond statements on a website or the company’s office walls. Many companies have DEIA & B (Diversity, Equity, Inclusion, Accessibility, and Belonging) agendas.
In my view, belonging is more important than all the other letters. You can create a workplace with Diversity, Equity, Inclusion, and Accessibility, but what people seek the most is a sense of Belonging.
Employee Performance & Engagement
The lack of belonging can create high turnover and breed toxic cultures. It can reduce innovation and growth, increase mental health issues and absenteeism, and affect performance and employee self-worth.
When an employee doesn’t feel a sense of belonging at work, they won’t perform to their full potential, and share feedback, experiences, or ideas. They will be afraid to make mistakes or speak up for fear of retaliation or punishment.
Lack of Purpose
On one of my recent LinkedIn polls, 100+ participants chose ‘lack of purpose’ as their biggest work environment struggles. The second most chosen option was working in a toxic work environment, followed by heavy workloads.
Based on the poll description, lack of purpose meant:
- You don’t feel connected with your job.
- You don’t use the skills you enjoy at work.
- You feel like you are on the wrong team.
- You don’t have meaningful relationships with your manager or coworkers.
Belonging can help employees feel connected with their work, improve work relationships, feel like a part of the team, foster healthy work environments, and seek growth and development.
How Managers Can Foster a Culture of Belonging in the Workplace?
Often, the C-level suite is willing to improve the company’s efforts about belonging, but they can’t do anything without the help of managers.
Here’s how to create a sense of belonging in the workplace:
- Share stories with employees and show vulnerability so employees can relate to them.
- Build trust and transparency about processes and decisions.
- Coach employees when they make mistakes with compassion, build trust among employees, and create transparency about processes and decisions.
- Be open-minded and learn from employees from different backgrounds. Everyone has something to contribute.
- Ask each employee how they like to receive recognition and how they feel appreciated.
- Schedule regular check-in meetings with employees and listen to what they have to share.
- Encourage open conversations about belonging and how the team can foster belonging together.
- Provide support and encourage small talk unrelated to work:
- how was your week? Did you do something fun? Excited about your upcoming vacation?
- Challenge employees to take on new tasks, grow their careers, and encourage people to learn and take risks.
- Act as a mentor, provide career development opportunities and help employees succeed.
Companies can empower new managers with training to help them foster a sense of purpose and belonging within their teams. Managers must learn to accept people’s differences and understand that not everyone operates in the same way.
What Can You Do To Foster A Sense Of Belonging For Others?
Not everyone feels a sense of belonging in the same way, and what may give one person that feeling may be different for someone else.
It’s important to have an open dialogue about belonging and understand that creating a sense of belonging is an ongoing process, not a one-time feeling.
Here are some suggestions:
- Make people feel welcome from day one.
- Check in from time to time and see how new hires are doing.
- Ask about people’s learning preferences and what they need to succeed at work.
- Share who you are, what you do, and what you like to do outside of work.
- Take people out to lunch or have a coffee chat for a relaxing conversation.
Employees don’t want to feel like a number or just a photo on the other side of the screen. You don’t need to be best friends with your coworkers, but you can be respectful, cordial, and supportive of each other.
Cultivate belonging with colleagues beyond meetings:
- Ask people: How was your weekend? How are you today? Be real with your answer.
- Be curious about learning from people from different backgrounds.
- Practice active listening, then ask questions and show interest.
- Provide genuine compliments and congratulate people for their wins.
- Show support when things go smoothly and even more when things get tough.
- Allow others to speak up in meetings or presentations and consider their ideas.
- Show interest in learning from your colleagues.
- Check in with your colleagues whenever possible. You never know what people are going through.
Employees don’t want to feel like a number or just a photo on the other side of the screen. You don’t need to be best friends with your coworkers, but you can be respectful, cordial, and supportive of each other.
Frequently Asked Questions
How Do You Measure Employee Belonging?
While there’s no single perfect metric, several methods can gauge employee belonging. Here are a few ideas:
- Employee surveys: Conduct anonymous surveys to gather feedback on feelings of belonging, inclusion, and connection within the team.
- Focus groups: Facilitate small group discussions to understand employee experiences and what strengthens or weakens their sense of belonging.
- Retention rates: High turnover can indicate a lack of belonging. Track employee retention rates and exit interviews to identify potential issues.
- Employee engagement metrics: Look at metrics like meeting attendance, participation in social events, or internal communication usage.
- Pulse surveys: Short, regular surveys can capture real-time insights into employee sentiment and belonging.
By combining these methods, you can get a well-rounded picture of employee belonging and identify areas for improvement.
I’m an introvert – how can I still contribute to a sense of belonging in the workplace?
Introverts can play a valuable role in fostering belonging, even if they prefer quieter interactions. Here are some tips:
- Active listening: Show genuine interest in colleagues by listening attentively and asking thoughtful questions.
- Offer individual support: Offer one-on-one lunches or coffee chats to build deeper connections with colleagues.
- Contribute through writing: Participate in written communication channels like team chats or internal forums.
- Offer unique perspectives: Introverts often have strong analytical skills and can offer insightful ideas in meetings.
- Lead by example: Demonstrate respectful and inclusive behavior to create a welcoming environment for all personalities.
Related Post: How Do You Find Good Company Culture?
Ana Goehner
Career Coach & strategist
Conclusion
Cultivating a sense of belonging is an ongoing conversation. Managers are at the forefront of cultivating belonging in the workplace, but it’s a collective team effort. Employees can help foster a work environment that makes people feel like they belong. Each person has a role to help others feel a sense of belonging in the workplace.
Have you ever felt a sense of belonging at work? Tell me more about your experience in the comments.
Here are some free resources:
- Why Ensuring Employees Feel a Sense of Belonging is Essential
- The Negative Work Environment Effects On Your Well-Being
- How Do You Find Good Company Culture?
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