Photo credit
"Belonging" is more than just a buzzword—it's the bedrock of a thriving workplace culture. Recently, 'Belonging' has joined the ranks of Diversity, Equity, and Inclusion to form DEIB, becoming a pivotal element in corporate lexicons globally. It's not just lip service; belonging ranks as a top value according to the Valuegraphics Project survey of 750,000 people worldwide.
Jennifer Brown, CEO of Jennifer Brown Consulting, and author of How to Be an Inclusive Leader says, “Leaders at many levels may feel challenged in building cultures of belonging where more talent can truly thrive. Our inability to create psychological safety across the many differences in the workplace today (diversity, hybrid teams) can stem from our generational norms, previous experiences, and other biases we carry. But the good news is that belonging can be built, as a leadership practice and discipline. Indeed, an environment of belonging is expected for the incoming generation of talent.”
But what does building belonging in a company look like? It manifests at three critical levels:
- Company Level. Employees resonate with the company's mission and values, seeing their own aspirations reflected in the corporate ethos.
- Colleague Level. A sense of camaraderie and support pervades the team, fostering a culture where everyone feels they have a place.
- Leadership Level. Leaders nurture an environment where individuals are recognized and valued for their unique contributions to the team's success. It's a well-known fact: employees don't leave bad companies; they leave bad managers. This highlights the crucial role leaders play in fostering a sense of belonging.
As a leader, here are 9 actionable strategies to make your people feel that they truly belong:
1. Forge Genuine Connections
Dive deep into understanding the members of your team. Engage with each person wholeheartedly, putting aside distractions during interactions. This genuine interest lays the groundwork for leveraging their unique skills and making them feel at home in your organization.
2. Acknowledge Them For Their Unique Contributions
Go beyond generic praise. Specific acknowledgments that highlight an individual's unique traits or contributions resonate more deeply. For instance, instead of a broad "Good job," opt for "Your ability to put clients at ease was pivotal in today’s meeting. Thank you for your exceptional care."
3. Give Them Opportunities To Shine
True knowledge of your team members allows you to create opportunities for each person to excel. When you understand their passions and talents, you can encourage and facilitate their path to becoming workplace superstars.
4. Prioritize Their Growth
Sometimes, supporting a team member's growth might mean letting them spread their wings elsewhere within the organization. By prioritizing their development over immediate team needs, you send a powerful message of loyalty and support to all your employees.
5. Treat Them All The Same, But Different
Avoid the pitfalls of favoritism and the sense of 'outsiderness' it creates. According to Gartner, “Feeling like an outsider is a personally painful, negative experience, a cognitive distraction that undermines focus and performance. [Leaders must] strive for an inclusive environment where everyone feels part of the group without suppressing their uniqueness—a place where "one size fits all" is replaced with tailored recognition of individuality.”
6. Be Person-Centric, Not People-Centric
Recognize and accommodate the unique circumstances and interests of each team member. Whether it's flexing schedules for personal commitments or acknowledging their individual work styles, show that you value them as people, not just employees. Paul E. Wolfe, author of Human Beings First puts it this way, "Leaders should recognize that nurturing a sense of belonging goes beyond mere inclusion; it's about creating an environment where every voice is heard and valued. This approach aligns with prioritizing individual employee happiness and engaging in authentic connections."
7. Adopt A Coaching Leadership Style
Transition from directing to coaching, signaling your belief in your team's potential. The International Coaching Federation (ICF) defines coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” Coaching-style leadership empowers employees to find their own solutions, underscoring their value and fostering an environment of collaborative problem-solving.
8. Learn Together
A powerful way for people to get to truly know each other is through engaging in professional development together. Roberto Lee, Director of DEIB, People Operations and Talent Acquisition at Taylor Morrison said “To create an inclusive and belonging team culture, leaders and companies must go beyond the tired, surface-level conversations and instead, shed light on otherwise sensitive and avoided topics to truly make an impact. At Taylor Morrison, we host an annual initiative for our employees, Days of Understanding, where renowned outside speakers come into the organization to focus on behavioral change through educational sessions.”
9. Inspire a Team Culture of Belonging
Champion behaviors among your team that nurture belonging. When team members feel at home with their leader and colleagues, they're more likely to thrive. Encourage and model actions that bolster this culture and witness your team's collective success take flight.
By intentionally shaping a workplace where belonging is at the forefront, you not only enhance individual well-being but also drive collective success. As employees feel more at home, their engagement, productivity, and creativity are likely to soar. This isn't just about creating a pleasant work environment—it's about forging a competitive edge that attracts and retains top talent.
A workplace that prioritizes belonging is one where diversity flourishes, ideas thrive, and people feel empowered to bring their best selves to the table every day. As you continue to nurture these principles, your organization will not just be a place where people work—it will be a community where they grow, contribute, and belong.
William Arruda is a keynote speaker, co-founder of CareerBlast.TV and creator of the 360Reach Personal Brand Survey that helps you get candid, meaningful feedback from people who know you.