What Do People Need to Feel They Belong at Work?

Once, an anthropologist was studying an African tribe. He'd been in their village for a while and was about to go home. As a goodbye gesture, he made a basket of tasty fruits from the area and put it under a tree.

He called all the village kids and drew a line in the dirt. He told them, "When I say 'go,' run to the tree. The first one there can have the fruit."

But when he said "go," something surprising happened. Instead of racing each other, the kids held hands and ran together to the tree. Then, they all sat down and shared the fruits.

The anthropologist was puzzled and asked why they didn't compete to win all the fruit.

A young girl looked up and said, "How can one of us be happy if it means the others are sad?"

The Power of Community

The little girl expressed something that is known as Ubuntu - an ancient African word meaning 'humanity to others'.

The South African activist Desmond Tutu beautifully encapsulated it in this phrase:

We are because we belong.

Anthropologists, psychologists, and sociologists agree. Belonging is a fundamental human need. Through evolution, it has been one of our most effective survival mechanisms. Without claws or sharp teeth, our only choice was to band together.

Perhaps the most famous reference to belonging is in Maslow’s Hierarchy of Needs, where belonging comes right after basic physiological needs and the need for safety.

It’s, therefore, unsurprising that when I asked over 3000 people across generations to tell me about the time they did their best work, one of the common themes that emerged was a sense of belonging.

In fact, in my research, belonging turned out to be one of the three pillars that hold up the stage on which we shine our brightest at work .

While Western society often emphasizes individualism, the truth is that almost every story of extraordinary accomplishment I've ever heard was a story of a supportive community at work.

Recent studies confirm this:

Research by BetterUp ?found that when employees feel like they belong, companies reap substantial bottom-line benefits, including:

• 56% improved?job performance
• 50% lower?turnover risk
• 75% fewer employee?sick days
• 167% higher organizational promoter score compared to their peers

In a?global study ?of more than 11,800 participants, a sense of belonging emerged as the strongest driver of?employee engagement ?– ahead of typical drivers like trust in leadership and ability for career growth. Based on Deloitte's?2020 Global Human Capital Trends ?survey, 79% of organizations consider?belonging important for their success.

Based on the above, you might expect that companies would prioritise cultivating a sense of belonging at work and yet, here is what we learn from data:

• 6 in 10 people feel like they don’t belong in their workplace.
• 40% of respondents feel isolated at work.

Belonging at Work

In my research, I found that a sense of belonging at work is linked to people’s lived experiences at the individual, team, and company levels.

In this blog, I'll focus on what I learned we need at work at an individual level.

When I analyzed my research data, one thing became clear - getting to a sense of belonging is a journey for each individual.

In the Journey of Belonging below, you can see the stages of belonging that represent a path towards creating an environment where people feel safe to take risks, share their ideas, and be their authentic selves. Let's explore each stage and how they form a progression.

The Journey of Belonging

Stage 1: FEELING SEEN

In the beginning, it's all about being noticed and acknowledged. This stage is when you first experience being genuinely seen, like when someone greets you by name in a meeting. It's the starting point, where your unique identity as a team member begins to get recognized.

Stage 2: BEING INCLUDED

The second stage is about actively participating. Here, you're invited to engage, contribute, and take part. Being included is the initial step towards becoming an engaged team member, and it's vital for fostering a sense of belonging, engagement, and overall well-being. Scientific research reinforces the significance of this stage, revealing that exclusion can trigger brain responses similar to physical pain when subjected to neuroimaging. Inclusion alleviates this emotional discomfort, paving the way for a healthier work environment.

Stage 3: BEING KNOWN

As you progress, the focus shifts to deeper connections. Being known means that others go beyond surface-level interactions to understand your identity, values, and experiences on a deeper level. It's about recognizing that each person brings a unique perspective to the table, creating connections on a more personal level.

Stage 4: FEELING UNDERSTOOD

In the next phase, the goal is genuine understanding. It goes beyond mere recognition and delves into truly understanding your thoughts, emotions, and motivations. Feeling understood means that others not only hear what you say but also grasp why you say it. It's the stage where empathy plays a central role in building stronger bonds among team members.

Stage 5: BEING VALUED

At the pinnacle of the journey, there's a profound sense of being valued. It's a place where you're not just accepted but genuinely appreciated for who you are as an individual and for your unique qualities and contributions. Your authenticity is celebrated, and you have a clear sense that you truly belong. It's where your worth is cherished and acknowledged within the team.

What You Can Do

There is plenty you can do to help others move along their journey towards belonging at work. Here are a few examples:

MAKE OTHERS FEEL SEEN

1. Make eye contact: This is a simple yet powerful way to acknowledge someone's presence.
2. Listen actively: Show that you're fully engaged when someone is speaking to you.
3. Acknowledge progress or contributions: Even if it's a small thing, a nod, a "good point," or “You’ve gotten so much better at it!” can go a long way.

MAKE OTHERS FEEL INCLUDED

1. Invite participation: Encourage everyone to share ideas or opinions, not just those who are outspoken.
2. Social inclusion: Make sure all team members in social activities.
3. Rotate roles: Let different people take the lead on projects or meetings to distribute responsibility and visibility.

HELP OTHERS FEEL KNOWN

1. Regular check-ins: Beyond work updates, ask how people are doing personally.
2. Remember details: Recall personal tidbits people share (e.g., a hobby or a favorite book) and bring them up in future conversations.
3. Personalized recognition: Tailor your praise or rewards to what you know the individual will appreciate.

MAKE OTHERS FEEL UNDERSTOOD

1. Paraphrase: When someone shares an idea or concern, paraphrase it back to them to check if you’ve understood.
2. Open-ended questions: Ask questions that require more than a yes or no answer to encourage deeper conversations - and make an effort to understand their likes, dislikes, motivations, etc
3. Provide a safe space: Create an environment where people feel they can share openly without judgment. This usually starts with you sharing something.

HELP OTHERS FEEL VALUED:

1. Appreciation: Thank people for their hard work or contributions.
2. Solicit opinions: Actively ask for input from various team members, especially those who might be hesitant to speak up. Make sure that you incorporate some of theire inputs into your decision making or action plans.
3. Invest in growth: Offer opportunities for professional development to show you value their long-term growth.

In Summary

A sense of belonging at work isn't a luxury; it's a fundamental need that influences job performance, turnover rates, and overall engagement. It's the invisible thread that weaves through high-performing teams and thriving organizations.

So, while the pursuit of individual excellence is important, it's equally vital to recognize that almost every story of extraordinary achievement at work is, at its core, a story of a supportive community. The bonds we form with our colleagues, the feeling of being seen and included, and the understanding and appreciation we receive all contribute to our ability to shine brightly in our professional lives.

In your own journey of belonging, consider the stages we've explored - from feeling seen to being valued. Reflect on where you are in this journey and how you can foster a greater sense of belonging, not only for yourself but also for those around you. Remember that the power of community and belonging can unlock your true potential and lead to exceptional accomplishments in the workplace.

My interview with Amy Edmondson

My interview with Timothy Clark

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