Tis the Season
The Christmas season is in full swing. As the well-known Christmas classic goes, “It’s the most wonderful time of the year.” The question has to be asked, what makes this such a wonderful time? For some, it’s decorated houses with lights and oversized inflatable Santa Clauses. Others enjoy the sound of Christmas songs playing in the crisp winter air. There’s one tradition that spreads holiday cheer and really gets people into the Christmas Spirit, the act of giving. As awesome as it feels to give and to see the look of excitement when someone receives a great gift, we must first answer the question, “What do they really want for Christmas this year?” You’ve probably asked a similar question about team members, “what do they really want?” As leaders, we often find ourselves thinking about the needs and wants of others. What could we offer that would be genuinely appreciated as a gift? In our experience, one of the greatest gifts a leader can offer is creating an experience and a culture of belonging.
The Need for the Gift of Belonging
Not having a sense of belonging is one of the top reasons provided each year for why employees leave a job. A recent research study, the EY Belonging Barometer Study, found that 40% of employees feel isolated at work. A lack of belonging might not be a big deal to some of us, but there are real organizational costs when team members don’t feel like they belong. When belonging is questioned, employees experience burnout, decreased work performance, and greater animosity with team members. This is why it’s vital that leaders understand what it means for team members to belong and how they can foster a culture of belongingness.
Understanding the Gift of Belonging
In our experience, belonging in the workplace can be summarized into three main themes: acceptance, value, and inclusion. Acceptance is when a team member feels appreciated for who they are as a person. When team members are valued, they are acknowledged for their unique contributions to their team. Inclusion happens when leaders demonstrate acceptance and value and ensure team members don’t feel like outsiders. Leaders are responsible for fostering a culture where team members feel they belong. Below are a few steps leaders can take to give their teams the gift of belonging as we move into a new year.
- Take time to check in: According to Maslow’s Hierarchy of Needs, for people to feel a sense of belonging, their well-being must be promoted. Leaders must prioritize their team members’ well-being through check-ins. Taking the time to ask a team member how they are doing, offering support after a significant event (e.g., the passing of a loved one, a child going off to college or the military, etc.), and holding them accountable to practice self-care are all forms of check-ins. Leaders should be mindful of how team members prefer to be communicated with. Some may appreciate this check-in being in-person, while others prefer an email.
- Acknowledge unique contributions: Leaders should share with their team how they uniquely contribute to the success of the team/organization. This practice communicates that team members are essential to the team and offsets any insecurities they may have regarding their contribution. Our team members must feel secure before they feel like they belong.
- Be inclusive: Leaders need to be aware of who feels like an outsider on their team. Sometimes the easiest way to tell if someone feels like an outsider is by asking them. An appropriate time to ask would be during a check-in. You can simply ask, “How well do you feel like you’re fitting in with the team?” If someone feels like an outsider, make time to have a conversation with them about it to figure out how to address this need. Another way leaders can practice inclusion is through their communication. First, leaders must speak to everyone in a trauma-informed and culturally appropriate manner. We must be respectful of all people and practice sensitivity to protect others’ well-being. Secondly, be sure team members are not left “out of the loop” when projects or policies may impact their daily work. When members feel like they are not being communicated with, it can make them feel that their work experience does not matter.
Reflection: What steps can you take going into 2023 to enhance the experience of belonging within your team or organization?
