The last two years have brought a slew of new difficulties and changes, including new methods of working, increased distance from colleagues, and chances to discover new ways to boost productivity. We were all unprepared for this watershed moment, and HR executives were right in the middle of it.
What new treasures will we discover when the floodwaters recede today?
You’ve probably noticed that HR and business executives are increasingly talking about belonging at work. 79 percent of companies believe belonging to be essential for their success, according to the Deloitte 2020 Global Human Capital Trends study.
Employees who experience a feeling of belonging at work have greater overall job engagement, according to a large amount of academic research. These workers are more likely to have higher job satisfaction, better mental health, higher productivity, and lower levels of both.
With our in-depth and comprehensive research findings, the Achievers Workforce Institute aims to enhance academic knowledge and understanding. To that aim, we developed a belonging model based on secondary research and evaluated it with over 3,500 workers across the globe via a poll.
The Achievers Workforce Institute’s Culture Report on Belonging at Work, published in 2021, is based on this study.
Workplace belonging: a business case
Individual and organizational success is fueled by a sense of belonging. People who feel like they belong are twice as likely to be engaged, as well as productive, resilient, satisfied, and committed.
Our findings back up our hypothesis that belonging is an important factor to cultivate within your company because people who feel a strong sense of belonging are far more likely to be happy, healthy, and productive employees.
People who lack a feeling of belonging, on the other hand, are just a quarter as likely to claim they are engaged, and they have much lower levels of commitment, excitement, productivity, and resilience.
We recognize that many workers are suffering in the workplace today, and we think that by creating and nurturing a sense of belonging, we can assist them in regaining their former status as flourishing, productive, and happy team members.
Creating an environment where people feel like they have a place – However, saying “this matters” wasn’t enough for us. We also had to figure out how to get there.
The five pillars of belonging are what help people feel like they belong. You can be sure that your workers will have a strong sense of belonging at your company if they are welcomed, recognized, included, supported, and linked.
Many of your existing HR tools and systems support one or more of these pillars. Indeed, by ensuring that at least one of the pillars is met, these pillars provide a clear framework for evaluating HR technology and training.
At work, turning on the five pillars of belonging
How can you activate each pillar to ensure that your employees have a strong sense of belonging at work, which will lead to better business results?
“Introduced to, and incorporated into, the organizational culture and community,” says the welcome letter.
- Apply deliberate, well-structured organizational onboarding on a regular basis.
- Give a brief overview of the company’s distinctive culture.
- Invite people to events and activities centered on culture and teamwork.
“Understood, motivated, and celebrated as an individual,” says a well-known figure.
- Integrate culture, values, or personality testing into your strategy.
- To enable specific wiring, customize the meeting and coaching styles.
- Encourage people to attend social events, both in person and online, to form personal bonds.
“Valued and accepted without reservation” was included in the list.
Gather employee feedback on a regular basis and share the results with the rest of the team. Encourage a diverse range of social clubs or events, and make sure that everyone is invited.
Employee Resource Groups (ERGs) should be introduced and supported so that all workers may benefit.
“Consistently and meaningfully nurtured and developed” was a priority.
Encourage managers to communicate with you on a regular basis and in ways that are meaningful to you.
Managers should be given the authority to offer coaching to particular employees.
Ascertain that workers get the training and resources they need to be successful in their jobs.
“Building and maintaining relationships with a diverse population” is a key component of being connected.
Develop a diversified workforce as a top priority.
Assist in the formation of cross-functional alliances.
Break down silos in terms of function, location, and level by using connection tools.
Recognize acts that bring people together from different walks of life and demographics.
Find out more about workplace belonging.
For HR and business executives, belonging is the new frontier. Engagement, productivity, and turnover will all increase if you can cultivate a strong feeling of belonging at work.
Business leaders are now faced with the problem and opportunity of investing in their workers’ feeling of belonging in order to not only achieve business outcomes but also to have happier, healthier staff. The goal of this study is to help you navigate your way to a better future for all of your workers and your company by utilizing DEI and the pillars of belonging.
Download the 2021 Culture Report on Workplace Belonging now to learn more about workplace belonging.
Also, make sure to attend Dr. Natalie Baumgartner’s ACE session on September 23, CHRO Call to Action: Creating a Culture of Belonging, for additional information on the activities you can do for each pillar of belonging. Today is the last day to sign up for ACE.
Thanks to Caitlin Nobes at Business 2 Community whose reporting provided the original basis for this story.
