How Belonging Transforms Teams

Why is belonging essential in teams, and how can it transform your team's performance?

Every day, we evaluate whether our workplace is one where they feel we belong. This question of ‘is this a place where I want to be’ is influenced by our daily interactions, behaviors, and a sense of purpose in our role. When we look around our workplace, we are assessing if we see a culture of respect, inclusion, and support. We are looking for confirmation that our contributions are recognised, if its safe to express our ideas, and if there is a sense of connection and collective team.

Belonging is a fundamental human need.  In our role at work, it translates to us feeling accepted, included, and valued, which supports us to deliver our best work. When our team members experience a strong sense of belonging, they are more engaged, motivated, and productive. Building a sense of belonging within our team can lead to significant improvements in overall performance and engagement.

Research from Great Place to Work indicates that workplaces with high levels of belonging report better team collaboration, increased innovation, and higher employee retention rates. Not surprisingly, team members with a strong sense of belonging are more likely to go above and beyond in their roles​ (Achievers)​​ (Great Place To Work®)​.

Belonging is not just a feeling; it's an integral part of our workplace culture. When we feel we belong, we are more likely to see values and behaviors that support connection and building relationships reflected in their workplace culture.

A culture of belonging manifests through structural initiatives, behaviours, big things and small things.  How it can look on a day to day basis includes inclusive team meetings, equitable opportunities for advancement, and a general sense of connection among team members. As leaders, it’s crucial to recognise and role model these behaviors, ensuring they are woven into the fabric of the workplace culture​ (Achievers)​​ (Great Place To Work®)​.

Just because I have a strong sense of belonging doesn’t mean it’s the same for everyone else. 

All of our experiences of work are different.

I can go to the exact same workplace as you, in the same role and the same team as you, with the same resources and have the same experiences as you, and we still have different ways of interpreting that experience.

What we look for to have a sense of belonging is different for everyone.

Reflect on a time that you felt a high or low sense of belonging at work, what where the drivers for this?  What were the behaviours you engaged in?

In a high-belonging team, do you feel more connected, supported, and valued? How does this environment influence your willingness to collaborate and contribute?

In contrast, in a low-belonging team, do you feel isolated, unappreciated, or hesitant to share ideas? How does this impact your motivation and overall engagement?

Understanding the dynamics of belonging can provide valuable insights into the behaviors we exhibit and the environments we thrive in. The challenge for all workplaces and leaders is to strive to create and maintain a high-belonging culture to empower everyone to thrive and give their best.

So how do we create a sense of belonging in our teams?  Here are some strategies to get started…

• Broaden your circle;  as leaders we play a crucial role in creating an inclusive environment where everyone feels they belong. Seek out different perspectives and views, engage in active listening, valuing diverse perspectives, and ensuring everyone has a voice in decision-making processes.
• Belonging relies on building relationships and connection; encourage team members to build strong, personal connections with one another. Creating opportunities for team to gather builds relationships and a supportive team culture.
• Transparent and open communication helps build trust and ensures everyone is on the same page. Leaders who communicate clearly about nig picture vision, organisation direction, goals, expectations, and changes within the organisation will keep team members engaged.
• Ensure all team members have a development pathway as well as support and resources they need to succeed. This includes access to training, development opportunities, and tools that enable them to be effective but also provide opportunities for growth.

As leaders, our role is to create an inclusive environment where every team member feels valued and supported. Creating a culture that values belonging, means we can empower our team members to bring their best selves to work. When individuals feel that they truly belong, they are more likely to engage, contribute innovative ideas, and collaborate effectively. This sense of belonging cultivates trust, encourages open communication, and strengthens team cohesion.

 What steps are you taking to ensure every team member feels valued and included, and how do you measure the impact of these efforts on their sense of belonging?