What is a sense of belonging at work?
A sense of belonging at work is the experience of feeling genuinely included, supported, and valued within a team or organization. It is typically characterized by a sense of being an integral part of the group, where employees are recognized for their contributions and have confidence that their presence and input matter. Belonging usually goes beyond surface-level inclusion; it creates an environment where individuals feel secure in participating and expressing themselves appropriately within a professional context.
Read more: What Does Workplace Belonging Really Mean?
Why is belonging important in an organization?
In a company where employees feel a sense of belonging, they are more usually comfortable communicating honestly, questioning each other’s ideas, and solving problems as a team. When employees are comfortable at work, they are not operating in fear or judgment and can contribute more to the company as a whole. Employees are more likely to stay at a company longer, take less sick time off, and be more productive when they feel accepted and heard.
Key factors driving belonging and employee wellbeing
A research study conducted by Indeed in collaboration with the University of Oxford’s Wellbeing Research Centre explored the relationship between workplace wellbeing or sense of belonging and organizational success. The study identified several key factors that drive employee wellbeing, including:
- Feeling cared for by one’s company
- Building meaningful connections with colleagues
- Understanding how one’s work impacts others and the organization
Employers fostering these factors in their employees may help to improve employees’ sense of belonging, which may contribute to better business outcomes, including increased profitability and long-term success.
Signs employees may not feel a sense of belonging
The signs that employees may not feel a sense of belonging can be hard to see, so managers may need to pay closer attention. One of the more obvious signs is when an employee stops contributing to group discussions. If the employee was once enthusiastic to share ideas but becomes quiet and withdrawn, they may not feel safe or comfortable contributing to the group discussion. When this happens, the employee can feel isolated, which can escalate into disagreements with colleagues or managers. Team members might initially contribute with enthusiasm, sharing their ideas and opinions, but gradually withdraw when they feel it’s unsafe to say what they think. Employees may also stop giving a full effort at work and engage in “quiet quitting“, call in sick more often, or exhibit a negative attitude towards the organization.
Strategies to improve employees’ sense of belonging at work
The research study by Indeed and Oxford found that only 22% of respondents surveyed between 2019 and 2024 feel they are thriving at work. Despite research suggesting that work wellbeing benefits a company’s bottom line, more than two thirds of respondents remain unsatisfied. Belonging tends to go hand in hand with workplace happiness, inclusion, and feeling energized, according to the implications of the study.
Here are several steps employers can take to improve their employees sense of belonging at work:
Understand your company’s current wellbeing score
Indeed’s Work Wellbeing Score, in partnership with the University of Oxford, completed over 15 million surveys to collect data on how employees feel at work. They have been compiling data across 19 countries to understand better what influences wellbeing, including foundational, social, and growth needs. The study found that 89% of respondents believe how we feel at work matters, and 63% say wellbeing data is important when considering a company. The result of this data collection placed a sense of belonging as a key driver for workplace satisfaction. By understanding your company’s wellbeing score and identifying areas for improvement, you can work towards boosting employee morale.
Related: Low on Team Spirit? Here Are 5 Ways to Give It a Boost
Address gaps
Addressing the gaps in your work wellbeing score can be as simple as increasing communication between management and employees or launching new strategies like flexible work. Some changes can be simple and implemented quickly, while others can be an ongoing work in progress involving counselling in the workplace.
Related: Why Employee Empowerment Is Key to Your Work Culture
Show appreciation
Companies can help foster an environment where appreciation for colleagues, employees, and one another is shared freely and openly. Encourage managers and employees to identify each other’s strengths and examples of positive contributions to the team and organization. Share feedback from clients and celebrate positive reviews. Be sincere in how you deliver feedback and ensure you consider all staff members, whether on-site or remote.
Related: Samples of Appreciation Letters (With Downloadable Templates & Examples)
Engage employees in decision making
Engaging employees in decision-making discussions about performance and innovation gives them a say in important organizational decisions that affect their work and lives. More employee involvement typically means a more democratic working environment, which can significantly improve workplace wellbeing and business performance.
Belonging as a key driver to business success
Committing to improving an employee’s sense of belonging at work can help enhance a company’s success over the long term. It can be a substantial competitive advantage too, as employees feel empowered and supported to communicate, challenge each other healthily, and achieve more for themselves and the company.
Fostering a sense of belonging at work can be essential for employee wellbeing and organizational success. By prioritizing inclusion, appreciation, and meaningful connections, companies can create an environment where employees feel valued, engaged, and motivated. This can enhance productivity and retention and help drive long-term business growth and profitability, making belonging a powerful tool for achieving employee satisfaction.
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