3 Ways To Boost Your Organization’s Culture Of Belonging

Toni is a thriving, popular executive who was promoted twice in the last year. From board members to contractors and across teams, anyone who comes into contact with Toni is a huge fan. However, as captivating as Toni appears to be, there is a significant aspect of his life that nobody at work is aware of. Toni has been playing “the character of normal” in order to not jeopardise his career plans or the image of the organization. Toni has been covering for normal for the company and believes this is the right thing to do, particularly based on some of the remarks and jokes he’s heard in some “off the record” conversations. Toni’s story is a good example of what an employee’s experience could be when workplace cultures are only fragments of a sense of belonging.

Belonging has been referred to as an DEI (diversity, equity, and inclusion) buzzword of late. This may be true in some circles; however, in a more serious sense, it is critical to recognise that the lack of a sense of belonging in workplaces is actually the result of deep-rooted systemic issues (bias of inequity, inequity, a lack of communication and transparency, as well as poor leadership, for example) that have gone unresolved.When belonging is the primary focus in an organization, employees feel valued, connected, and valued regardless of whether they’re at work with colleagues or at the kitchen table with a laptop and a cup of tea. In this age of hybrid work, being part of a team is crucial to building teams that thrive since it promotes genuine collaboration, creativity, and loyalty between employees.

If you’re a leader and want to lead with an inclusive mind, creating an environment in which everyone can freely share their ideas and thoughts is essential. Building or re-building an identity of belonging will not be a once-and-done thing; New Year’s resolutions aren’t easy and require effort to build and maintain over time.

3 Ways To Boost Your Organization’s Culture Of Belonging
3 Ways To Boost Your Organization’s Culture Of Belonging

Here are three ways inclusive leaders can increase their teams’ sense of belonging (and morale in the process) to ensure that both their employees and their business thrive:

1: Facilitate connections by sharing private stories.

The ability to learn about the lives of other people can provide an understanding of the type of person they are and what issues they face every day. Sharing stories can make it much easier for colleagues to connect with each other, offer assistance to one another, and show compassion for each other. It brings a sense of human connection to work that is so needed by people in the present. If the human connection is present, it creates confidence.

Leadership and team trust are essential. According to research, employees’ trust in their leaders has a direct influence on their sense of belonging in the workplace, which ultimately determines whether they decide to stay or leave a job.Leadership that is inclusive understands the importance of trust in the workplace and will view telling stories (starting by talking to themselves) as a way to promote a sense of belonging.

2 Create a psychologically secure environment that does not give the impression that they have “cover.”

A work environment that promotes psychological security is among the most beneficial benefits an organisation can give its employees. It lets employees be confident in speaking up and sharing their opinions without the fear of negative consequences or being judged. Psychological security opens the door for transparent communication, openness, and trust throughout the organization.

Making sure that you are secure in your workplace requires dedication and constant effort. It’s cultivated by an open and deliberate communications culture that places respect at its foundation. Leaders must also be supportive of their team members by demonstrating transparency as a key element to building trust (yes, the word “trust” again).

If a person’s psychological safety is compromised,One of the signs is employee “coverage.” ” In “covering,” a person conceals a portion of their identity in order to keep away from negative, unwanted focus. The concern for them is that who they are is significantly different from what is acceptable in society, and, as a result, this could result in them being marginalized, even though others are doing it without intention. And “others” is the term used to describe leaders who react (or do not react) publicly to social issues, such as injustice, for instance, because it conveys the message of who and what are important for the organization.

Covering could look like:

  • A Muslim worker is asked to leave the office to pray somewhere else so that their coworkers don’t see them and start to question what they believe or do.
  • LGBT+ employees are reluctant to discuss anything that might identify their gender identity or sexual orientation in order to be protected from being considered to be discriminated against.
  • An employee who adheres to an unorthodox faith that the majority of employees do not share could take an unplanned sick day instead of asking for time off to attend an important celebration of their religion because they wish to avoid awkward or uncomfortable questions.
  • If black or ethnically different people are pressured to “whitewash” their appearance, their pronunciation of their names, their manner of speaking, or maybe even their education level so that they can fit into the workplace and not be subject to “othering” inquiries and remarks regarding things like their hair, their style of attire, or even their background
  • A person who suffers from an invisible impairment (something that is not obvious, be it mental or physical health-related) doesn’t feel adequate and supported enough to seek the accessibility or accommodations they need to assist them in achieving their full potential.

In the Deloitte Uncovering Talent global report, at least six-in-ten employees say that they conceal aspects of their persona or identity in their work.

3. Give thanks for “unsung” achievements and wins.

Leaders who are inclusive understand that it’s important to acknowledge “unsung” efforts that may go without recognition and are not recognised even though they are crucial for business. It’s acknowledging the fact that “not all heroes are wearing capes.” If managers take the time to recognise their employees’ commitment, especially those who work in the background (perhaps not directly interacting with clients), it will help to increase the sense of belonging of people who are concerned that their work will be overlooked.

In expressing genuine appreciation for the dedication and commitment of employees, leaders are showing employees how much their effort is appreciated and valued. They are acknowledged. A simple shout-out at the beginning of a conference to highlight a single-person “team” or a thoughtful thank-you email to an individual, including their manager, goes quite a ways. Giving thanks doesn’t only benefit the person who is receiving it; it also benefits the whole company culture. Therefore, focus on creating a culture that is centred around people. This makes sure that each contribution is appreciated.

Note: When expressing gratitude for things that have not been appreciated in the past, it’s crucial to show appreciation authentically and honestly. It is easy to tell when appreciation isn’t genuine and heartfelt. Recognition must be expressed in a way that expresses gratitude.

For leaders who are inclusive, individuals are more important than projects or programs, so it is essential to ensure that their employees feel that they are appreciated, valued, and that they are part of something bigger. Allowing space and time to allow people to make meaningful connections by sharing their personal stories, creating a culture of mental security where people are able to express their true selves, and taking note of the “unsung” work of hardworking employees are all practical methods that are effective and yet powerful. The most successful corporate culture focuses on the feeling of belonging.

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