After a period of loneliness, uncertainty, and volatility, people turn to the strength of communities. These are where we find relevance, a sense of purpose, and a feeling of connectedness.
Workplace belonging: A driver of employee engagement
With the amount of time spent in the office, companies become the natural community of employees. It is in these places that people feel a sense of belonging, which according to a recent global study, has been identified as a top driver of employee engagement.
In the same way that people who feel they belong to a community become more involved, employees who are more engaged in the company feel more accountable towards the business. The same study mentions that engaged employees are more likely to take on responsibilities, solve problems, collaborate effectively with colleagues, and develop faster.
As an HR professional or team leader, it is crucial to build a healthy corporate culture. Listed in this blog are 4 ways companies can improve workplace belonging:
1. Create opportunities to listen
The feeling of belonging is a basic human need and so our approach should also be human-centric. There are simple tasks that leaders can do to foster a sense of belonging. These include calling a team member you don’t usually speak with or meeting them over an informal coffee catch up.
On an organisational level, think of what can be integrated into the things you’re already doing. In meetings, try to seek opinions from people who are usually quiet or not talking as much. Making a conscious effort to listen to people you don’t normally hear from, is a good way to start.
Businesses can also gather employee feedback via surveys and onboarding/exit interviews to gauge employees’ experience of belonging and identify concrete steps the company can take towards becoming a thriving community.
2. Provide the flexibility to be human
Flexibility in the workplace goes beyond work from home arrangements. It is also about the kind of office culture that exists.
Implementing processes and procedures with the flexibility of giving employees the time and space they need to think and solve problems independently makes them feel valued. Managers who rigidly mandate a particular way of doing things can stifle creativity and the feeling of free expression within the company.
Of course, it is important to stand firm on certain procedures, especially when they involve risk and security. But when it comes to less critical tasks, it is better to give people the autonomy to act on their best judgement.
3. Offer a clear vision
Having a clear vision for the company means people know where they stand and can gain a better idea on how they would like to progress in the organisation. A lack of clarity can make people feel lost, which is the opposite of having a sense of belonging.
Taking the time to articulate business goals and targets with team members and involving them in the decision making process can help in creating a sense of shared ownership. Old habits of micromanaging can make people feel undermined and distrusted. A clear vision goes a long way when it comes to fostering team spirit.
4. Recognise and highlight positive performance
The goal is to have employees feel settled, valued, and looked after. Recognising team members and colleagues for the work they are doing well and how they positively impact business is always good in having people feel like they are on the right track. It also helps them identify what works and gives them a basis of what to replicate in terms of behaviour.
Publicly recognising someone in a conference call for a job well done or offering a toast to the accounting team for finishing a financial report on time are simple ways to make people feel appreciated. Equally important are organisational pathways to promotion as well as company guidelines on proper compensation for overtime or other forms of extra work.
Ultimately, managing people in a company means knowing how to foster a community. That feeling of being a part of something contributes to better retention and performance. The key is allowing people to meaningfully contribute, express themselves authentically, and feel valued and respected.
Final thought
Moir Group was founded on the belief that a satisfying job leads to a fulfilling life. We specialise in finding an exceptional fit for our clients, matching values and corporate culture so that people feel they belong.
As a specialist finance, accounting and ESG recruitment and learning organisation; we cover temporary and permanent roles from Assistant Accountant to CFO level. We also recruit Sustainability / ESG Manager roles to Chief Sustainability Officer roles across all industry sectors. Whether you are working, in-between roles or know anyone with finance and accounting or ESG recruitment needs, we would be delighted to assist. Please feel free to get in touch.