We all belong to something: a country, a university course, a sports centre, a neighbourhood or community. It is what both unites and differentiates us. You’d be surprised at how many things we are and how many things we are not. It is all about the sense of belonging. But…
Che cos’è il senso di appartenenza?
The term “sense of belonging” or “belongingness” in psychology is defined as the feeling of connection, attunement, comfort and acceptance that we experience within a group. It sounds simple, but if we dig a little deeper, we will discover that this feeling dates back thousands of years, is closely linked to survival and could almost be called natural instinct.
In early human groups, survival depended to a large extent on collaboration and mutual support. To be excluded from a group meant death. In this context, developing a sense of belonging to the tribe or community was fundamental for ensuring protection, access to resources and successful reproduction.
Over time, this feeling has evolved into something different: patriotism, cultural identity, religious affiliation, being part of a social or professional group, to name but a few. And even though we will not die today if we are not given our share of the kill, the need to belong is still crucially important today.
Il senso di appartenenza in azienda: ben oltre lo stipendio e la cultura aziendale
In today’s context, a workforce is the equivalent to what used to be our hunting tribe, it is our group of people, which means a Sense of Belonging in our workplace is a valid term. However, as the concept has previously lacked a clear definition, many companies have confused it with general well-being or camaraderie, creating a pretty façade to hide the problem with a few team building activities. But this is not enough.
You might be surprised to learn how many well-paid jobs with good working conditions and great interpersonal relationships still leave employees feeling totally disconnected from their employer. In fact, research on the subject by Coqual, the US independent think tank, shows that around 40% of workers have never experienced a sense of belonging within their company. The figures for our country will be similar.
Quindi, da cosa dipende il senso di appartenenza al lavoro?
Identifying with the company’s values: A relationship between a company and its employees is not dissimilar from any relationship between people. Love and friendships arise spontaneously when there is a certain affinity of interests and inclinations, when life is seen in a similar way. The same thing happens with work.
Let’s imagine I work for a tobacco factory, I don’t smoke and I deeply detest the need to encourage the creation of addictions in society. I am hardly going to feel comfortable with what I do, and will probably only be working there purely out of economic necessity. Now let’s imagine someone who is passionate about cars and motorbikes and works in the automotive sector. They will be driven by something more than just economic necessity. Although it sounds cliché or even a bit sentimental, in order to develop or enhance a sense of belonging, as an employee, I must, to a certain extent, identify with the values of my company and the goods it produces.
As a Human Resources professional, might say “OK, but I have no control over that! Obviously, you cannot control the reasons why candidates accept your job offer, but it is up to you to get to know people better during the selection process: to look not only at their education, the training courses they have completed and the skills they have, but also at their values and what is important to them. And then make the hiring decision wisely.
Fulfilment and professional growth: all jobs, even the most creative ones, will include some monotonous tasks. But if all working time is limited to performing boring and repetitive tasks, even those employees with the least amount of interest in getting out of their comfort zone will become weary and despondent. To be challenged, to hone skills, to do new things is essential for everyone, no matter what their job is. It is as true for high-skilled positions, as it is for less knowledge-intensive fields: most employees will aspire to more than just routine.
Today’s smart companies understand the importance of this fundamental need to become a better professional and a better person. As such, these companies strive to foster a learning environment and create development opportunities for every employee.
We are all the same, we are all different: If we became friends with every person we ever worked with, that would be great, but life’s not like that! However, feeling comfortable and at ease with colleagues is not only possible, but it is also very important. We tend to feel comfortable when we feel seen and accepted as we are. It is important to take a person’s character into account. For example, it may not be a good idea to try to involve an introvert in a role or activity that requires a lot of socializing.
Respect, freedom of expression, being able to laugh from time to time, trusting colleagues and also forgiving them for any mistakes is vital for a healthy working environment.
Teamwork matters! This should not to be confused with the previous point. When we talk about teamwork, we are talking about a combination of opinions and contributions. Obeying and executing orders is not the same as proposing, assessing and making decisions together. We all need to feel we are contributing to something bigger. And employees who feel they are part of decision-making processes and who have some level of autonomy in their work feel more empowered and engaged.
Where you come from matters: Did you know that the average Japanese parent spends a maximum of 1 hour per week of their free time with their children? And nobody thinks twice about this, let alone complains. In Japan as in other Asian countries, 90% of the population feels more committed to their company than to their own family. Interestingly, in Asian countries and also some Muslim countries people tend to see themselves first as part of the group and then as individuals, the opposite to the US and other Western countries.
Quindi, dove si colloca lo stipendio nel senso di appartenenza dei dipendenti?
Let’s be honest, we all work for money. It sounds brutal, but if anyone tells you otherwise, they are lying. Monetary retribution is the key aspect of labour welfare, but this is not the concept we are dealing with here. Many companies are happy to settle for a purely economic relationship with employees, exchanging knowledge or time for money, regardless of an employees’ values or professional fulfilment. But there are also institutions that despite not offering super attractive salaries, manage, nevertheless, to make their employees feel proud to be part of them. We can therefore definitely say that money can’t buy a Sense of Belonging!
Quindi, cosa può fare un team HR per promuovere il senso di appartenenza al lavoro?
I think we can all now agree that a Sense of Belonging is something that should not be taken lightly. Nor, as we have seen, is it something that can be easily built. However, if your employees say that they “belong to your company”, it means that you have won them over. It means that your team is with you because they want to be, and not just because they have to be. It means that your brand’s purpose has become their purpose, and that their contribution matters in their daily work. So how can we achieve this?
Foster a culture of trust and mutual respect: Nobody is perfect, so why do so many workspaces force people to pretend otherwise? Creating a safe environment where everyone feels respected, and mistakes are seen as learning opportunities rather than failures, is essential. Employees will more likely feel they belong if they believe their contributions are valued and respected.
Encourage open and honest communication: Communication is key to any relationship, including in the workplace. Having an open door policy and promoting regular feedback sessions can help employees feel heard, understood, and valued. Regular one-on-one meetings with managers and team leaders can also give employees a sense of belonging.
Offer opportunities for development and growth: As mentioned earlier, career development is vital for employees to feel engaged and connected to their work. Companies can foster this by providing training, learning opportunities, and clear career paths. Mentorship programs can also help employees feel supported in their growth and development.
Celebrate diversity and inclusion: Embrace the diversity of your team and ensure that everyone feels included. This could involve anything from celebrating different cultural holidays to ensuring that everyone has a voice in meetings. Promoting an inclusive culture where everyone feels accepted and valued is critical to fostering a sense of belonging.
Create a shared vision and purpose: Align your team around a common goal or vision. When employees understand the purpose of their work and how it contributes to the larger goals of the company, they are more likely to feel connected to the organization. Regularly communicate the company’s mission and values and involve employees in the creation of goals and objectives.
Creating a strong Sense of Belonging within your company is a continuous effort, but the results are worth it: increased engagement, productivity, and retention, and a more positive and collaborative workplace culture.
