WHAT
Belonging, feeling accepted and included by a social group, is a fundamental human need wired into our DNA. More and more companies are realizing that true diversity and inclusion require us to build a culture where people feel valued for who they are. In a virtual workplace, creating that sense of belonging requires intentional effort.
WHY
Researchers from the Center for Talent Innovation found that employees who feel like they belong are 3.5 times more likely to contribute to their fullest potential. Feeling a sense of belonging at work is linked to higher productivity, motivation, and engagement. Companies who are able to create a culture of belonging also find impressive bottom line results: 56% increase in job performance, 50% reduction in turnover, and a 75% reduction in employee sick days.
HOW
We should all do our part to build a culture where people feel like they belong. As we embrace social distancing and virtual workplaces, cultivating belonging requires each of us to become an ally to those who may be underrepresented. LinkedIn asked 14,000 global professionals to identify factors that make people feel like they belong. Here are four tips from that study:
Recognize colleagues for their unique efforts and accomplishments. We feel we belong when we’re truly seen and valued for our uniqueness. We can make our colleagues feel valued when we recognize and celebrate their talents and accomplishments - especially those who tend to be less vocal and may feel marginalized.
Acknowledge contributions. Show colleagues you value and appreciate their contributions. Learn who likes more expressive shows of recognition and who prefers a simple message to acknowledge good work. In a virtual workspace, take advantage of ‘likes’ or emojis, along with taking the time to thank colleagues when you notice their effort.
Let colleagues share their opinion, and model candor. Building psychological safety means creating an environment where people feel comfortable speaking up without fear of adverse consequences. Have open time on calls for honest discussions about problems and opportunities.
Encourage colleagues to bring their whole selves to work. Share personal stories and model vulnerability to encourage others to follow in kind. Start meetings with a quick share of things people are proud of, excited about, or grateful for. Understanding our current experience of collective vulnerability will foster a sense of belonging and help people feel more connected to one another.
Author
Eudaimonic by Design is a global network of consultants, facilitators and systems thinkers who share a passion for the science of well-being and believe that organizations must be designed to enable it. We harness the best of scholarly thought and years of practical experience to help people be truly engaged, act ethically and pursue excellence.