We all need to feel that we belong. A sense of belonging–of feeling understood, accepted, and part of a group–is a core need. According to Maslow’s hierarchy of needs, “love and belonging” is ranked as the third most important human need after basic needs (food, water and shelter) and safety and security.
When we think of belonging, we most often think of families, friendship groups, and other social relationships. However, belonging is also a core component of creating a happy, thriving, and inclusive work culture. In fact, we believe it should fit alongside equality, diversity and inclusion (EDI) within the framework of creating welcoming and accepting workplaces for everyone.
When people belong, they feel as though they fit in. They feel able to connect with their peers, feel trusted and trust their peers in return, and feel able to be their authentic selves.
Create opportunities for employees to connect
One of the main reasons many organisations host employee social events, from happy hours to holiday parties, is to encourage and foster friendly connections between colleagues. Though infrequent large social events can be effective, smaller and more regular opportunities for connection are at least as important.
Events such as cross-team networking, coffee afternoons, after-work drinks, and team-building outings can all help to foster these positive working relationships and increase a sense of belonging.
If possible, offer a range of options and always be mindful of access requirements to ensure that everyone can participate if they would like to. Social activities that inadvertently exclude some employees will have the opposite of your desired impact.
Don’t make assumptions
Microaggressions are one of the most common ways that employees, particularly those who are part of a minority or marginalised group, can be made to feel that they do not belong at work. Therefore, be mindful of the assumptions you are making when engaging with others, particularly with people who are different from you.
Instead of assuming you know how someone thinks or feels, ask them and listen to their answer. When you really listen to someone and value their input, you help them to feel as though they belong.
Including “belonging” in your EDI strategy
We believe that belonging is the crucial missing piece of EDI, bringing it all together and creating a positive culture for everyone on your team. When you include belonging in your EDI strategy, you will focus on not only meeting your obligations to diversity and inclusion but ensuring that your workplace is somewhere where everyone can thrive.
Acknowledge achievements
One of the best ways to make an employee feel that they belong is to acknowledge and celebrate their contributions. Ensure that you are practising regular recognition, showing gratitude for employees’ hard work, and giving praise publicly as well as privately.
You can take this a step further by offering tokens of appreciation when appropriate. Financial bonuses, small gifts, extra time off, handwritten cards, and access to additional career development opportunities are just some of the rewards you could consider.
Prioritise mentorship, peer learning, and collaboration
People are more likely to feel as though they belong when they work closely and collaboratively with their peers. Therefore, as an employer, prioritising initiatives such as mentorship and peer learning can help your employees feel more like part of a cohesive and connected team.
Mentorship is all about more experienced employees providing advice and support to those who are newer, younger, or less experienced. Peer learning, on the other hand, is all about learning from and sharing skills with one another regardless of experience level, role, or position in the workplace hierarchy.
Create employee networks and resource groups
Connecting with others who understand our perspectives, lived experiences, and reality is a crucial part of cultivating belonging.
Employee networks and resource groups allow employees from a similar demographic or with a similar set of experiences (such as women in male-majority industries, employees of colour, or LGBTQ+ employees) to reduce loneliness, foster belonging, and further workplace inclusion for employees within those demographics.
If these networks already exist at your organisation, check in with them to see what they need and how you can help. If they do not, consider working with your team members to set them up.
Support your employees more effectively with Membership
At Youth Employment UK, we want to enable all young people to access meaningful, rewarding work at organisations where they feel welcomed and included. That’s why our employer membership provides employers with exclusive content as well as webinars, members’ events, members-only newsletters, and much more. Start your Membership with us.
