No More Solo Lunches: Building Belonging in the Workplace

Do you remember the time you graduated from college, leaving behind the safety net and comforting environment of familiar surroundings? 

Do you recall the excitement that surged through you as you envisioned entering the corporate world and embracing adulthood? 

Do you remember the initial days in your office, perhaps experiencing the loneliness of eating lunch alone? If you don't, consider yourself fortunate. However, for many, this was the first time we truly understood the depth and meaning of "belonging." We missed the sense of community we experienced in college and yearned for a similar sense of belonging among our colleagues. 

Often, despite the allure of fascinating work, individuals may not fully enjoy their office environment until we cultivate a sense of belonging within their team. 

What is Belongingness in the Workplace? 

 

Workplace belonging is the profound sense of acceptance and value that an employee experiences within their organization and among their colleagues. It's not merely about feeling appreciated for their work contributions, but rather about feeling safe and empowered to bring their authentic self to work. A study by Deloitte found that employees who feel a strong sense of belonging are 90% more likely to be engaged at work. Gallup research indicates that employees who feel they belong are 58% more likely to be satisfied with their jobs. 

Belonging thrives when employees feel like "insiders," encouraged to embrace and express their unique identities. This includes valuing and respecting all aspects of an employee's individuality, such as their parental status, race, ethnicity, sexual orientation, and any other facets that contribute to their unique identity. In essence, workplace belonging is closely intertwined with diversity and inclusion, fostering an environment where every individual feels valued and respected for who they are. A study by McKinsey & Company found that companies with high levels of inclusion have 30% lower voluntary turnover rates. 

Belonging at work builds on the work of psychologist Abraham Maslow and his hierarchy of needs. For Maslow and other researchers, the need for belonging and love sits in the middle of the pyramid of human needs, above basic physical needs but required before reaching the peak human need of “self- actualization”.

How can companies go beyond diversity quotas to insure Belongingness in the Workplace? 

Belonging is often discussed in the context of Diversity, Equity, and Inclusion, but we often forget that it should not be treated as just a set of checkboxes for organizations. Instead, belonging is something companies should actively foster for the well-being of their employees. 

From an employee’s perspective, here is a curated list of steps organizations can take that will make us feel belonged: 

1. Develop Meaningful Relationships Across Teams- Break down silos by facilitating cross-functional collaboration and promoting genuine relationships beyond work tasks. Social and professional connections across teams create a deeper sense of belonging. Well, those Fun Friday activities HR’s see busy planning for, they actually pay off. For some it might be an unnecessary activity but for a few of us it’s a much-needed engagement to fuel our soul by the end of an exhausting week. 

2. Encourage Peer-to-Peer Support Networks: Beyond formal mentorship, foster opportunities for peer support, such as affinity groups or buddy systems. These informal connections help create a network of support where employees can relate to each other on a more personal level. 

3. Prioritize Workplace Well-being and Mental Health: Offer resources and create an environment where mental health is openly supported. Encourage practices that promote well-being, resilience, and stress management so employees feel safe to prioritize their health without fear of stigma. It’s a small step, but it really helps to feel safe and valued 

4. Encourage flexible workspaces- Don’t confine employees to their desks. They are professionals, and you’re paying them for their results, not for remaining in one spot. Intervene only if their actions are affecting productivity. In my view, productivity flourishes when employees are happy. Let them sit with their preferred colleagues if it contributes to a positive and collaborative work environment. 

5. Instill a Growth Mindset: Cultivate an environment where learning and development are prioritized. Encourage curiosity, continuous learning, and the pursuit of personal and professional growth, enabling employees to feel that they belong and are constantly evolving within the organization. It’s exciting to come to an office where new learning experiences are frequent. 

Summary 

Creating a sense of belonging in the workplace relies on three key attributes: Comfort, Connection, and Contribution. 

Comfort: Employees feel valued, respected, and accepted for who they are, allowing them to bring their authentic selves to work. 

Connection: Employees form meaningful relationships with colleagues and align with the organization's goals, fostering a sense of being part of something larger than themselves. 

Contribution: Employees feel that their unique skills and strengths contribute to achieving common goals, adding value to the organization’s mission. 

As Maya Angelou said, "I long, as does every human being, to be at home wherever I find myself." Given that employees spend a significant portion of their day at work, it becomes the organization's responsibility to cultivate a sense of belonging, ensuring that everyone feels supported and valued.