3 Ways To Build a Sense of Belonging in the Workplace

Last month, I asked, “Do You Know When Employees Feel Like They Don't Belong? This article prompted many of you to ask: once I recognize when employees don’t feel like they belong, how can I help turn things around??

Short answer: In reality, sometimes you can’t, but you should try. Why?

Well, aside from the fact that being a good human and being good to others is essential,?

when managers prioritize fostering a sense of belonging in their employees, it profoundly impacts workplace dynamics and overall organizational success. When employees feel included, valued, and connected, they are more motivated, engaged, and productive. This heightened sense of belonging enhances job satisfaction and reduces turnover rates, ultimately leading to higher retention of valuable talent. Additionally, a cohesive team that feels a sense of belonging is more likely to collaborate effectively, leading to increased innovation and creativity.?

So, how can managers help turn the ship around when employees don’t feel like they belong?

Step 1: Treat Each Employee As Different and Equal. Legendary coach John Wooden was known for his ability to unleash the full potential of his players. One of his famous quotes was, "We treat everyone fairly but differently." To be a world-class coach, it is crucial to remember that each employee is unique and that actions, behaviors, and personalities vary from person to person.?

Some employees may not exhibit overt signs when they feel a lack of belonging, so it's crucial to create an open and trusting environment where employees feel comfortable expressing their feelings and being themselves. Recognizing that every employee is different and needs to be coached as such is the first step in turning things around.

To treat each employee as both distinct and equally valuable, a people manager must strike a balance between personalized attention and fairness. This begins with acknowledging and leveraging the individual strengths, experiences, and abilities that each team member brings. Tailoring communication styles is crucial; understanding that some employees may prefer direct, succinct messages while others benefit from more detailed explanations. Feedback and recognition should be specific to each person, highlighting their unique accomplishments and areas for growth. Additionally, recognizing individual career goals and providing tailored development opportunities demonstrates a commitment to personalized growth. It's also important to respect personal work preferences, such as preferred work hours or flexibility needs.?

Step 2: Make Employees Feel Empowered by granting them autonomy in decision-making, allowing them to leverage their distinctive strengths and creativity. Fair distribution of resources, projects, and growth opportunities, based on each team member's capabilities and potential, is essential. Addressing specific needs and concerns and fostering a culture of inclusivity that celebrates diversity ensures that everyone feels valued and supported. By avoiding favoritism and providing regular one-on-one check-ins, a manager can create an environment where all employees can thrive. Ultimately, recognizing and appreciating the unique attributes of each employee while ensuring fair treatment for all leads to a workplace where everyone feels valued, supported, and empowered to excel.

Step 3: Recognize that there are multiple types of belonging that your employees may be experiencing. Since your employees are not experiencing true belonging, or you wouldn’t be turning something around, they could be experiencing one of the following types of belonging:

1. Thwarted Belonging is when the need to belong is unmet. While this seems like pushing a boulder up a hill, thwarted belonging can be turned around with the proper support and interventions. It starts with open communication, where the employee's feelings are acknowledged and validated. That being said, it is rare for an employee to open up about their sense of thwarted belonging unless they are quitting, and by then, it’s too late. A manager needs to be proactive and observant. This can be achieved through regular check-ins, casual conversations, and open-ended questions that invite employees to share their thoughts and feelings. Additionally, the manager should pay attention to non-verbal cues, changes in behavior, and signs of discomfort. If they notice any indications of the employee feeling excluded, they should take the initiative to reach out and have a private conversation. During this discussion, the manager should approach the topic sensitively, emphasizing their desire to support the employee. They can ask open-ended questions and actively listen to gain insights into the employee's experiences and concerns. Based on this conversation, the manager can then implement tailored strategies to address the specific barriers to belonging that the employee may be facing.?
2. Dissimulated Belonging occurs when one is not candid and sincere, does not feel a sense of belonging but pretends they do, or disconnects from an environment on purpose. Employees with dissimulated belonging typically don’t look to the workplace for meaning and belonging...but it doesn’t mean they have a lack of belonging in general. So, while they might avoid engaging with colleagues during breaks or social events, it doesn’t mean they aren’t happy employees. They might eat alone or spend a lot of time at their desks, and both are okay; it works for them. Signs can be challenging to detect. What I find works best is getting to know your employee,? their personality, and what they care about. They may seem reserved or hesitant in expressing their true opinions or preferences, especially in situations where their authentic self might diverge from the perceived workplace norm. Embrace what makes them unique, and remember, not everyone wants to be a company cheerleader, so for employees with dissimulated patterns, I would leave them be unless you notice a pattern of change in their behavior and/or displaying signs of discomfort or unhappiness.
3. Sacrificial Belonging occurs when one consciously or subconsciously gives up what they value, including their physical and mental health, for the sake of a company, believing that this disequilibrium equates to an authentic experience of belonging. One key indicator that an employee exhibits signs of sacrificial belonging is consistently prioritizing their work responsibilities over their well-being or personal life. This might be evident in consistently working long hours, taking on an excessive workload, or frequently sacrificing personal time and commitments for the job. Another sign to watch for is a reluctance to voice concerns or ask for help, even when it's clear that the employee is struggling. They may fear appearing incapable or burdensome to their colleagues, choosing to shoulder the burden alone. Additionally, an employee demonstrating signs of burnout, such as chronic exhaustion, increased cynicism, or a noticeable decline in work quality, could indicate sacrificial belonging. They may be pushing themselves to unsustainable limits to meet perceived expectations. Managers should be attentive to these indicators and take proactive steps to support their team members' well-being and ensure a healthy work-life balance. This may involve initiating conversations about workload, offering resources for stress management, and creating a culture that values a sustainable approach to work.

Once you notice these signs and behavior changes, it's crucial to take action. What is the most important action for employees seeking a greater sense of belonging at work? CARE! Engage in open and empathetic conversations with the employee to understand their perspective, what’s important to them, and where they need help removing interference. Work together to find solutions that help them feel more valued within the team.?

What are some additional ways that managers can drive belonging with their employees? Add your comments and suggestions.

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