Foster a Sense of Belonging: Why It Matters and How HR Can Help

26 of July, 2023

You know that feeling when you’re part of a team that just clicks? When you feel valued, trusted, and connected to the people around you and the work you’re doing. That sense of belonging is so important. It’s what keeps employees happy, motivated, and loyal.

As an HR manager, creating that feeling of belonging for your people should be at the top of your priority list. When employees feel like they belong, they’ll go above and beyond. They’ll be more creative, take more risks, and drive innovation. They’ll build deeper relationships with colleagues and clients.

The benefits of fostering belonging in the workplace are huge. And the good news is, with some thoughtful effort you can cultivate that sense of connection. It comes down to things like open communication, opportunities for collaboration, learning people’s strengths and motivations, giving people autonomy and ownership, and showing you genuinely care about their wellbeing and growth.

Belonging is the secret sauce for a thriving, productive culture. With a few key strategies, you can help ensure all your people feel like they’re part of the team and motivated to do their best work every single day. Time to get started! Your people will thank you for it.

Why Belonging Matters in the Workplace

Belonging is essential in the workplace. When employees feel like they belong, they’re happier, more engaged, and more productive. As an HR pro, fostering that sense of belonging should be a top priority. Why? Because people want to feel connected to something bigger than themselves. They want to feel valued, trusted and supported. When they don’t, stress rises and motivation tanks.

With simple actions, you can cultivate belonging. Start by improving communication. Have one-on-ones, share company wins, and explain how each role contributes to the mission. Recognize good work and loyalty. Highlight employee achievements and milestones.

Build a mentorship program. Assigning new hires a mentor is an easy way to help them assimilate and gain key relationships. Sponsor employee resource groups that bring people together over shared interests or life experiences.

Review policies and the physical workspace. Do they encourage collaboration and community? Make adjustments as needed. The more you invest in cultivating belonging, the more your company and culture will thrive. After all, people are your most valuable resource. Make them feel it.

How to Identify Employees Who Lack a Sense of Belonging

As an HR manager, you need to keep a close eye out for signs that certain employees may feel like they don’t quite belong. Look for things like:

• Lack of participation in team activities or meetings. If someone rarely speaks up or contributes, they may not feel fully part of the group.
• Not building connections. See if they have work friends or tend to eat lunch alone. Strong bonds with colleagues are a sign of belonging.
• Productivity or performance issues. Feeling like an outsider can be distracting and demotivating.
• Expressing self-doubt. If they frequently say things like “I just don’t feel like I fit in here,” that’s a clear sign their sense of belonging could use a boost.

With tools like Sesame, you can gain valuable insight into how integrated and supported your employees feel. Then take action, like:

• Pairing them with a mentor or “work buddy” to help them build connections.
• Assigning them to collaborative, team-based projects so they can strengthen bonds with colleagues.
• Expressing appreciation for their unique qualities and the value they add to bring them into the fold.

Fostering belonging leads to greater well-being, productivity, and loyalty. And with the right approach, you can help any employee find their tribe.

Effective Ways for HR to Build Belonging

HR departments can take several effective actions to build a sense of belonging within an organization. First, focus on onboarding and orientation. Welcome new employees warmly and help them adapt to the company culture. Assign a mentor or buddy to answer questions and provide guidance. Make new hires feel valued from day one.

Second, promote inclusion. Foster an environment where all employees feel respected and valued. Offer diversity and inclusion training. Sponsor employee resource groups and networking opportunities. Celebrate different cultures and backgrounds.

Finally, enhance employee engagement. Provide opportunities for employees to connect with each other, such as team-building activities, volunteering programs, and company events. Recognize employees for their work and contributions. Conduct stay interviews to understand what motivates and engages your employees. Keep the lines of communication open through surveys and open forums.

When employees feel like they belong, they are happier, more productive, and committed to the organization. HR should make cultivating a sense of belonging a top priority. Focusing on onboarding, promoting inclusion, and boosting employee engagement are all effective ways to help employees feel like valued members of the team.

Using Technology to Improve Belonging

Technology offers simple ways for HR to foster belonging in the workplace. With tools like employee engagement and sentiment analysis software, you can gain insight into how connected your employees feel to their coworkers and the company.

For example, using a solution like Sesame allows you to regularly survey employees on feelings of belonging and inclusion. The data provides an overall sense of company culture and can spotlight specific teams or locations that need extra support.

Once you have the data, take action. Some steps HR can take include:

• Share stories of employees who found community at work. This normalizes the experience and inspires others.
• Form employee resource groups around shared interests or backgrounds. These groups build connections and support networks.
• Promote social interaction outside of work hours. Sponsor team happy hours, volunteer activities or recreational sports leagues.
• Improve onboarding. Help new hires connect with colleagues early on through mentoring programs, shadowing opportunities or team lunches.
• Offer flexible work options. Remote and flexible schedules can make some employees feel isolated. Provide spaces and tools for remote workers to easily collaborate with on-site teammates.

Using technology and data to gain insight, then following up with targeted initiatives, will help cultivate an environment where people feel they belong. And when employees feel they belong, they are more engaged, productive and loyal.

Measuring Belonging: KPIs to Track Success

Measuring belonging in the workplace is key to understanding if your efforts are effective. Some KPIs to track include:

• Employee satisfaction surveys that specifically ask about feelings of inclusion and value. Look for upward trends over time.
• Retention and turnover rates, especially for minority or marginalized groups. Belonging is directly tied to employee loyalty and tenure.
• Promotion and career advancement opportunities across all demographics. Lack of diversity in leadership roles can signal issues with belonging and bias.
• Participation in employee resource groups and mentorship programs. Strong belonging means high engagement in initiatives that bring people together.
• Reports of microaggressions, discrimination, and toxicity. Even a few incidents can damage belonging and trust. Monitor closely and take swift action.

With data and insights into the belonging experiences of your teams, you’ll be better equipped to foster environments where everyone can thrive. But measuring is just the first step – now it’s time to act.

Conclusion

So there you have it. Belonging is an essential human need that directly impacts employee motivation, productivity, and retention. As an HR leader, you’re in the perfect position to cultivate an environment where people feel like they matter and are valued.

When people feel like they belong, they’ll be more engaged and committed to your organization’s success. And that, of course, is really what it’s all about.