What is belonging and why does it matter?
The concept of belonging is not new.
Throughout history humans have sought to be part of “tribes” to help us feel safe. Belonging can be described as the feeling we have when we are valued, needed and accepted by others – friends, family and colleagues.
Belonging is closely connected to our identity, or rather our identities – as we all identify in many ways.
For example, Greg who is an accountant may identify with his profession, he may also be an avid soccer fan, a dog lover, a gardener and an uncle. These identities will be important to Greg and he will likely seek friendships, activities and groups that allow him to feel connected, valued and accepted in relation to each one.
Work often provides moments of connection that allows us to access different parts of our identity – not just our professional identity. Greg may have coffee every Monday with his soccer loving colleagues, to discuss the weekend’s matches and thus forming deeper connections with those colleagues.
According to Beyond Blue, belonging is not just a nice to have. It is critical for our wellbeing! Belonging matters for both our health and our happiness.
The state of belonging in Australian workplaces today
Recent data from SEEK* confirms that COVID-19 has changed our sense of belonging at work. Increased physical isolation, job loss / reduced working hours, reduced focus on inclusion initiatives and less benefits overall have all contributed to this.
How can we create a stronger sense of belonging in the virtual world?
We have some work to do…. And it matters.
Increasing connection and belonging at work is important for engagement, it is important for retention, and it is also important for our mental health.
My top tips for improving belonging in your workplace are:
1. Ask for feedback – Belonging is a feeling, so it’s important to ask your employees about their experience of belonging at work and what could make it better.
Gather feedback through both conversations and surveys. Measure inclusion and belonging, so you can benchmark your performance over time.
2. Create moments of virtual connection – So you’ve asked for feedback, and you know what helps your employees to feel a sense of belonging. Now it’s time to get creative!
· What did the feedback tell you matters to your employees?
· Knowing this, how can you help create moments where meaningful connection is possible in a virtual setting?
· Regular employee 1:1’s with direct managers are always important. Ensure 1:1’s stay on your agenda in the virtual world. Managers should also be skilled to facilitate quality discussions that go beyond “work in progress” updates.
· Consider how technology can help facilitate belonging. Create virtual groups and chat forums that make space for employees to connect on topics that matter to them at work. Some examples are environmental groups, professional development, brown bag lunches, mentoring or employee reference groups.
3. Don’t let D&I fall off the agenda – COVID-19 has resulted in D&I taking a back seat in some organisations. It is more important than ever that organisations are active in creating positive connections and helping employees to feel valued and included at work, while working remotely.
With remote working and hybrid working here to stay, it’s the perfect time to think about how we can utilise technology to create greater inclusion and belonging at work. Taking action to gather feedback, foster connection through technology and reactivate D&I initiatives will support your employees (and your organisation) to thrive in the virtual world.
*References:
- Beyond Blue | A sense of belonging not only feels good, it’s good for you (2019)
- SEEK | Belonging at Work. (May 2021)
- Seth Godin | Tribes: We Need You to Lead Us (2008)
- Photo by Chris Montgomery on Unsplash
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