During this period of uncertainty and high employee turnover, it’s important for leaders to create a sense of belonging.
Belonging is a deeply seated human need that provides both a sense of security and of feeling valued - not just for the job you do, but for the person you are.
A lack of belonging results in higher absenteeism and staff turnover and low morale issues. Whereas belonging increases teamwork, morale, feeling safe, supported and more confident. That doesn’t mean having a best friend at work, but believing that you belong to something bigger than yourself – a place where you belong.
Here are 3 questions that you should ask about your organisation:
What does ‘belonging to your organisation’ mean?
What are you and your organisation doing to create that sense of belonging? E.g. team meetings, social activities, collaborative learning and problem-solving opportunities, etc.
How are you showing that you care about them as human beings? E.g. providing training on personal resilience, offering a helping hand, or asking about their career goals and agreeing on development objectives that help them and your organisation
Creating this sense of belonging for your employees is key to a high level of motivation, and therefore productivity, engagement, and well-being.
Employee engagement initiatives don’t have to be complex or expensive. They can be as simple as sharing internal news, providing recognition for accomplishments, having a system to enable staff to put their own ideas forward, sending out staff surveys or holding forums, or hosting social groups and events.
Giving your workforce that sense of belonging is more than just making sure their job satisfaction is high. It means they are listened to, recognised, and most importantly, valued. And your organisation will be rewarded for it, with increased employee engagement, retention and profitability.