For over seven decades, we’ve been facing a growing issue of loneliness that started with suburban expansion in the 1950s and was amplified by both technological leaps and blurred work-life boundaries. This has evolved into a more pressing issue: a crisis of belonging.
Currently, belonging is a buzzword, especially among DEI specialists and HR consultants who strive hard to create inclusive environments—often missing the point. True belonging begins in one’s personal life, forming a lasting foundation that transcends any job. This personal foundation offers a shield no workplace can remove.
Feeling a sense of belonging greatly benefits mental and physical health while enhancing life purpose. Conversely, a lack of belonging can lead to adverse health effects.
Achieving a rich sense of belonging boosts workplace culture. Leadership and employees alike should recognize the essential role of feeling personally connected, as it forms the basis for professional harmony.
The Essence of Belonging
Central to Maslow’s Hierarchy of Needs is belonging, a fundamental requirement he described as the desire for deep connections and relationships.
Over time, this concept has been redefined by social scientists, though no unified modern definition exists. Here’s my interpretation: Belonging is feeling integral to a community, experiencing acceptance and importance through shared moments.
Fueling the Belonging Journey
The journey to genuine belonging begins within each individual. Picture a “belonging fuel tank,” representing how fulfilled we are in our need for belonging through various intentional activities.
Inspired by psychologist Elaine Paravati’s social fuel tank, this model suggests people engage in multiple activities to satisfy their sense of connection, usually ranging from two to 17 activities.
Here are six vital activities—or “fuels”—that contribute to a sense of belonging:
- Interpersonal Relationships: Deep, secure connections with others.
- Collective Experiences: Engagement in group activities or affiliations.
- Casual Interactions: Light social connections that provide interaction without depth.
- Symbolic Connections: Feeling linked to others even in their absence.
- Esteem-building Activities: Engaging in pursuits that earn recognition and praise.
- Contemplative Practices: Seeking connection within oneself, a higher power, or the universe.
To evaluate your belonging needs, list activities that make you feel connected and distribute 100 points among them based on their contribution. Convert these points into percentages to see how complete your belonging fuel tank is.
By prioritizing personal belonging, learning and development professionals can enhance employee engagement by encouraging connections beyond work.
Fostering Workplace Belonging
Research supports that belonging within teams yields positive outcomes. Once personal belonging is established, a thriving workplace culture emerges.
It’s important to note that belonging is distinct from DEI efforts; true belonging is about fostering an inclusive culture where everyone can effectively contribute.
A “culture of belonging” is an environment where employees feel genuinely connected and valued, enhancing both individual and organizational growth.
Here’s how to nurture such a culture:
- Hospitality: Create a warm and welcoming atmosphere where kindness is a core value.
- Safety: Build a space where individuals can express themselves without fear of judgment.
- Engagement: Encourage active collaboration and open idea sharing.
- Commitment: Foster a sense of dedication among team members, enhancing retention and mutual prioritization.
- Finally, appreciate each other’s contributions, creating a harmonious and satisfying workplace.
When an organization relies solely on itself to fulfill employees’ belonging needs, it breeds dependency. Thoughtful belonging initiatives, however, empower employees to thrive authentically.
It’s crucial to regularly reassess our belonging environments to ensure personal and professional fulfillment and growth.
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