_"True belonging doesn't require you to change who you are, it requires you to be who you are." -_ Bren Brown

If we feel we dont belong at work, we search for the exit.

Within 3 months, **52%** of surveyed new hires said they were already  **actively** **trying** to leave their company.

Top reasons given by Gen Z and Millennials included the lack of any **sense of belonging** and whether the company cared about their **wellbeing.**__ \(1\)

Creating a sense of belonging in the workplace is good for retention, engagement, productivity, creativity, and happiness. Its easy to see why inclusion and belonging are important, so lwe thought we'd explore best practice.

**4 Ways to Foster Belonging in the Workplace**

_"We are worthy of love and belonging right now. This minute. As is." _ Bren Brown

Feeling worthy, feeling like you belong, feeling safe. Its not much to ask of a workplace, is it? And yet the Great Resignation, the rise of [quiet quitting](https://www.thegrowthfaculty.com/blog/quietquitting), and record levels of burnout and other [mental health and wellbeing](https://www.thegrowthfaculty.com/blog/mentalhealthandwellbeing) issues suggest inclusion and belonging in the workplace is not universal.

More than ever, employees constantly self-reflect on questions like:

- _Am I happy?_

- _Do I feel fulfilled at work?_

- _Am I satisfied where I am?_

To this end, leaders must lean more towards [modern leadership](https://www.thegrowthfaculty.com/blog/modernleader) styles and behaviours like recognising employees better and building stronger connections within teams.

**Utilise Modern Leadership Styles**

Research by Korn Ferry Hay Group shows an up to 30% increase in business performance can be directly attributable to the **climate** that leaders create through their [style of leadership](https://www.thegrowthfaculty.com/blog/leadershipstyles).

[Dr Kirstin Ferguson](https://www.thegrowthfaculty.com/event.php?eventId=a1J9g0000004p8OEAQ), author of _Head & Heart: The Art of Modern Leadership_ says a **self-aware modern leader** will seek to encourage a sense of flourishing for those they work with. Conversely, the style of leadership described by Dr Bren Brown, author of _Daring Greatly_ and  _Dare to Lead,_ of promoting a **"fitting in"** culture results in a missed opportunity to help people find their **personal drive**.

In a nutshell, the modern leader knows the value of fostering belonging at work and focuses on each employees individual **strengths** , perhaps with a tool like the [6 Types of Working Genius](https://www.thegrowthfaculty.com/blog/6typesofworkinggenius) from organisational culture expert Patrick Lencioni.

**Recognise & Reward Employees at All Levels **

One simple way to create a sense of belonging in the workplace is through reward and recognition.

Celebrating and rewarding the **little moments** is what keeps cultures fresh and evolving, says  _Culture Fix_ author Colin Ellis.

He says vibrant cultures use recognition and rewards for the efforts of their people to **motivate** them and **inspire** others _._ The key is fairness.

_Every culture needs to give equal recognition to the efforts of all._

Its not expensive. Recognition can be as simple as **noticing**. Rewards can be as inexpensive as **showing gratitude** , saying **thank you** , and **praising good work**.

**Build connection**

Remote and hybrid workplaces shake our sense of belonging at work.

According to Mind Share Partners almost **42% of employees** have experienced deteriorating mental health since remote work became the norm in 2020. \(2\)

Takako Hirato in _The Virtual Leader_ suggests **bringing rituals online** that create a sense of belonging and putting policies in place such as:

* **Create open video working spaces** where employees can see and work together, sometimes on different tasks, and interact casually with one another when they take breaks. 
  * **Conduct daily stand up meetings.** Each team member talks about what theyre working on, current progress, and where they are stuck, and what work on in the coming days.

_All it takes is being more sensitive towards the goals, desires and problems of your employees._

**Build a Psychologically Safe Workplace**

So keen to belong are humans that our brains neural processors can hardly differentiate between **social pain** caused by ostracism and **physical pain**. \(3\)

As a result, we fear anything that might cause people to reject us. A [psychologically safe workplace](https://www.thegrowthfaculty.com/blog/psychologicallysafeworkplaces) continually signals to workers: _You belong, You matter, Youre safe_.

Kylie Lewis says some things you can do include:

- **De-stigmatise failure** - set expectations about failure. Admit to your own mistakes.

- **Express appreciation** - listen, acknowledge and thank.

- **Encourage people to ask for help -** make it easy to do so.

- **Make risk-taking the norm** - talk about what youre trying or learning.

Ask yourself, how safe is it in your business for employees to tell leaders what they dont want to hear?

**What is the Value of Fostering Belonging in the Workplace?**

Gartner says inclusion corresponds with **greater on-the-job effort** and **intent to stay** , as well as **high employee performance.**

Belonging is a key component of inclusion. When employees are truly included, they perceive that the organisation cares for them as individuals  their authentic selves, says Ania Krasniewska, Group Vice President at Gartner.

Here are some of the ways belonging and inclusion help your business.

**A Sense Of Belonging Is Good For Your Bottom Line**

Deloittes Designing the Workforce Experience report shows belonging can lead to:

* a 56% increase in **job performance**
  * a 50% reduction in **turnover risk**
  * a 167% increase in employer **net promoter score**
  * 2X more employee **raises**
  * 18X more employee **promotions**
  * a 75% decrease in **sick days**. \(4\)

Theres a clear correlation between belongingness in the workplace and performance.

**Employees Want to Show Up**

People gravitate to where they feel belonging.

As Kirstin Ferguson says in _Head & Heart _the new hybrid office needs to be a cultural touchstone where people **reconnect** and are reinvigorated.

_If you want people to come into your workspace, what kind of feeling are you hoping they are being injected with by the time they leave?_ she asks.

Designing spaces for collaboration help build and reinforce relationships and a sense of belonging.

**Reduced Quiet Quitting**

When people feel included and a sense of belonging, they are less likely to engage in quiet quitting.

[Quiet quitting](https://www.thegrowthfaculty.com/blog/quietquitting) is when employees show up to work, fulfil their primary responsibilities and go home. No stepping up. No raising their hand. No going **above and beyond**.

If employees dont feel the support of their team or manager, they won't want to push themselves.

**Increased creativity**

A 2020 [study](https://www.researchgate.net/publication/342423652_The_Effects_of_Workplace_Belongingness_on_Exploratory_Innovation_The_Mediating_Role_of_Exploitative_Innovation) found significant effects of workplace belongingness on **innovations** in the IT industry.

_These positive effects show the effects of employees' sense of belonging on the act of creativity_ , the studys authors wrote. _The reason.may be due to social interaction in the workplace, organisational climate, positive effects of the organisation in career development, and leader-employee interaction._

**People can be their true selves**

At one of our [IWD events](https://www.thegrowthfaculty.com/blog/HowtobeinclusiveleaderIWD), New York based inclusivity expert Jennifer Brown shared the powerful illustration of an **iceberg** \(below\) to show how employees cover up aspects of themselves in the workplace, such as gender and race traits, and sexual orientation.

The LGBT entrepreneur and author of _Inclusion, How to Be an Inclusive Leader_ , and _Beyond Diversity_ says covering or playing down your identity to manage others reactions is exhausting.

Women and other minorities hide traits 'below the waterline' all the time, she says. It's hurtful, it's unfair, and it's damaging for businesses.

**Help Build a Sense of Belonging In Your Workplace With Our Growth Faculty Pass**

Belonging is a real human need, and a vital part of a healthy workplace culture.

One of the best ways to ensure your team is up-to-speed on the latest research and teachings on belonging and inclusion is with a Growth Faculty Pass.

For example, our live virtual Global Headline event in May will be with organisational health expert Patrick Lencioni, author The Five Dysfunctions of a Team. He will be guest of Growth Faculty for [Patrick Lencioni: 6 Types of Genius in a Happy and Engaged Team.](https://www.thegrowthfaculty.com/event.php?eventId=a1J9g000000FJXCEA4)

With a [Growth Faculty Pass ](https://join.thegrowthfaculty.com/growthfacultypass/)team members can get unlimited access to 40 live virtual masterclasses and Global Headliner virtual events - PLUS year-round leadership content at On Demand with videos, podcasts and book summaries. Join a community of knowledge seekers who are inspired by the best. [**See who's up next**](https://www.thegrowthfaculty.com/?promoCode=Blog#liveevents)[ **.**](https://growth.lightning.force.com/lightning/r/Blog_Post__c/a1d4G000004oYwKQAU/view)

References:

1\. Caroline Colvin, 2022, _New Hires Job Searching Within First 6 Months, Study Says_ , HR Dive website.

2\. Statistic taken from Takako Hiratos book  _The Virtual Leader_

3\. Eisenberger, Lieberman, & Williams, 2003, from Australian Psychological Society _In Psych 2019_ , Vol. 41, June Issue 3.

4\. Colleen Bordeaux and Stephanie Lewis, 2021, _Designing the workforce experience with the human at the centre_ , Deloitte.

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