Why Leaders Need to Nurture Belonging in the Workplace for Success
We all remember the first-day jitters of starting a role. We have to internalize an unfamiliar schedule, learn new processes, and, arguably the most daunting task of them all, find a place where we feel like we belong. Without the right people in our corner, work can be an incredibly isolating experience.
Integrating successfully into any company can feel challenging regardless of anyone’s title or background. No matter how many times we do it, the anticipation never really goes away. And it’s not just about completing tasks or meeting goals on time—though that certainly adds to our stress—we have to join a community that allows us to feel safe and accepted.
This process is known as finding belonging in the workplace. It can sometimes feel arduous, but considering that we spend at least eight hours in the office, in-person or remotely, it’s necessary to go beyond our comfort zone and form impactful peer-to-peer connections. However, that doesn’t mean the individual should do all the heavy lifting.
According to Deloitte, workplace belonging is dictated by “how organizations can foster diverse, equitable, and inclusive communities for the worker.” In other words, while it’s important for employees to meet their leaders in the middle and vice versa, creating a healthy work environment is an ongoing collective effort.
But why is it essential to organizational success?
We thrive when we feel like we’re a part of something bigger.
People naturally gravitate towards purpose. They want to find meaning in their work and are generally more engaged if they believe in what they do. It can look like women executives working to disrupt a male-dominated tech industry, an HR director educating their team on unconscious hiring biases, or a marketer overseeing a campaign they’re exceedingly passionate about.
The key is that there’s open collaboration towards a vision larger than just one person—and it’s an organic way to create long-lasting relationships that can enhance a company’s goals. When employees believe that they contribute to a larger mission, their solutions a piece of a grander puzzle, they can feel a sense of accomplishment that drives them toward continuous inspiration.
And when they don’t? If their employer doesn’t nurture a space where they can be an active part of a whole, they gradually lose interest and become more prone to work burnout. Without a strong “why,” they’ll be less likely to execute the “how” and no longer have a reason to invest in their company culture.
Cultivating belonging in the workplace is a win-win for everyone.
On the other hand, workplace belonging benefits all parties, both employees and leaders. It’s an effective strategy that brings people together and establishes trust while yielding mutually positive outcomes. A few examples include:
- Higher employee satisfaction: According to a SHRM survey, belonging results in 50% lower turnover risk, 75% fewer sick days used, and 56% improved job performance. The numbers don’t lie. When people feel accepted and valued in the workplace, they’re more willing to show up.
- Stronger company culture: No matter how high-performing or prestigious a company is, culture can make or break its reputation. Let’s say that although a business provides an extensive benefits package, its upper management doesn’t treat its employees with respect. Word will get out, making their hiring and retention efforts significantly harder. But if collaboration and camaraderie are tangible amongst team members, they’ll be more likely to want to stay—and potentially attract more talent.
- Increased creativity: Belonging in the workplace creates emotional and mental safety. It helps employees feel more comfortable taking creative risks and thinking outside the box without fear of judgment. For instance, if the company faces a particular roadblock, a well-integrated team member may suggest a new perspective that leads to an unexpected yet valuable solution.
If your culture lacks belonging, now’s the time to change it.
Your workplace may be welcoming for some, but not all. Or you might notice that everyone, in some shape or form, cannot express themselves freely. It’s never too late to start pushing for change, no matter how gradual the process may be.
Here, we’ll go over a few ways you can establish a culture that values all workers:
1. Advocate for transparent leadership.
Leaders who practice honest communication don’t just share the company’s internal goals, strategies, and insights. They consistently keep their team in the loop, providing clarity around critical business decisions and welcoming open dialogue. If difficult conversations arise, they lean into the tension to find the best resolution for all parties, navigating every interaction with empathy and respect.
Ultimately, you lead by example. Prioritizing transparency builds your credibility and makes you more approachable. So, when there’s a potential culture issue that employees want to address, they can relay their concerns and trust that you’ll work to resolve it together.
2. Implement meaningful DEIA practices.
Diversity, Equity, Inclusion, and Accessibility (commonly referred to as DEIA or DEAI) initiatives provide a clear-cut approach to fostering belonging in the workplace as they hand the mic over to historically underrepresented voices.
If you’re wondering what policy changes or adjustments will truly benefit people of color, LGBTQIA+ employees, disabled employees, and other marginalized groups, it’s crucial to stay informed. Seek credible resources to gain a better understanding of their work experiences or facilitate training sessions to educate others; allow yourself to be held accountable.
Advocating for DEIA is an uphill battle that requires immense patience and flexibility. But if your goal is for all your employees to feel supported, it’s an absolute must.
3. Encourage people to come as they are.
When exploring optimal workplace settings, the U.S. Department of Health and Human Services (HHS) urges companies to adopt prosocial behavior, which “promotes positive social relationships through welcoming, helping, and reassuring others.”
There’s a difference between tolerating and celebrating someone’s authenticity. To establish environments where people feel understood, you must first learn how to celebrate them as they are. Do away with any societal expectations that require people to fit into a mold. Appreciate employees for the different personalities and talents they bring to the table, and know that your team, department, and company are made richer with their presence.
4. Assess your progress regularly.
How do you know if your efforts to foster workplace belonging are effective without feedback? Short answer: you can’t.
Asking employees for their input can initially be intimidating, but there are various ways to go about it. If you need numbers, distribute an anonymous survey to maximize participation. If you want to hear from individual team members, simply ask for their thoughts during weekly one-on-ones.
Most importantly, don’t measure your efforts just once. Revisit and strategize, whether monthly, quarterly, or annually. By doing so, you create an intentional space for your work community to reflect, and, if needed, make necessary changes along the way.
Diversify your community with CCWomen.
Creating belonging in the workplace is integral. It transforms employees and companies alike, ushering in a more diverse professional landscape. But what about outside of it? What does it look like to meet other passionate, mission-driven professionals who want to make a notable impact within and beyond their spheres of influence?
At CCWomen, we aim to elevate women in business and customer contact. Through content pieces, podcasts, webinars, and in-person events, we strive to build a network of women and allies that empower one another—and transform the business world along the way.
