- First, listen: Belonging is based on one’s perception of being heard, seen, accepted and valued. Hold one-on-ones with your direct reports so you can learn firsthand how they feel about their colleagues as a group, how well they work together, and what a culture of belonging looks and feels like to them. Their input will help inform how to shape workplace policies and practices so that all team members feel safe, included and connected at work.
- Provide support, tools and training: Use what you learn from employee input to identify the cultural changes needed in your workplace. Educate leaders at all levels, as well as those in non-leadership roles, about attitudes and behaviors that promote and strengthen a culture of belonging.
- Create safe environments for engagement: Provide psychologically safe settings for employees to express themselves with each other. For instance, in team meetings, make sure everyone (whether onsite or remote) has a chance to share ideas, express opinions, ask questions, and acknowledge differences, without fear of being rejected, shut down, or ostracized.
- Express gratitude and recognition: On a regular basis, create a space for you and your team to celebrate one another, by sharing wins, giving thanks and offering kudos.
- Incorporate belonging into all phases of the workplace experience: Assess — and improve where needed — all touchpoints of the employee journey (for example, recruiting, onboarding, mentoring, coaching, training, and performance reviews) to ensure they promote a sense of workplace belonging and enthusiasm for being part of the organization.
Without question, building a culture of belonging takes sensitivity, persistence and patience. But the more committed you are to creating a fair, respectful, and inclusive workplace, the better you can attract and retain talented employees who want a welcoming place where they can grow, contribute and thrive.
