The sense of belonging is closely related to team productivity. A study carried out by Boston University ensures that companies that invest in improving engagement are up to 86% more likely to improve performance.
Likewise, a greater sense of belonging is also synonymous with a greater likelihood of achieving goals and having a positive work environment.
What is the sense of belonging?
The sense of belonging is the perception that individuals have of being an integral and valued part of a group or community.
In the workplace context, this feeling refers to the emotional connection and commitment that employees feel toward their company.
When employees experience a strong sense of belonging, they tend to be more motivated, committed, and satisfied with their work as they perceive that they are part of a shared purpose. Thus, their loyalty and willingness to contribute to the success of the organization is reinforced.
Theoretically, we can differentiate between three types of sense of belonging:
- Social belonging: Based on common interests, values and goals, and is what is experienced with family, friends or co-workers.
- Family belonging: Being part of a unit with biological ties, although it also occurs in adoptive relationships, where emotional ties are particularly relevant.
- Cultural belonging: The connection to the customs, traditions and norms of a specific cultural group that provides a sense of identity and support, helping people understand their place within a cultural community.
How is the sense of belonging applied according to Maslow?
According to Maslow’s hierarchy of needs theory, the sense of belonging is found on the third level of the pyramid, just after physiological and safety needs.
This stage, called “social needs” or “love and belonging,” implies that once basic and security needs are met, people naturally seek relationships and social connection to feel complete and satisfied.
In organizations, this translates into seeking meaningful connections with colleagues, which is extremely important for the well-being and motivation of employees.
Furthermore, by satisfying the sense of belonging and allowing people to develop fully, we create a healthier and more productive environments.
In the end, this leads to a positive cycle: motivated and committed employees drive the success of the organization, which can invest more in the well-being and development of its employees, generating a culture of growth and mutual support that benefits everyone.
Why is the feeling of belonging important?
The lack of sense of belonging generates demotivation. And, according to a Gallup study, when employees are demotivated, their production capacity drops by 30%.
Let’s see what this means with an example:
Suppose that a software company has a developer named Ana who earns €60,000 a year. Normally, Ana generates a value of €180,000 annually for the company thanks to her high productivity and commitment.
However, due to changes in management and lack of recognition, Ana begins to feel unmotivated and disconnected from the company. According to Gallup’s model, Ana’s demotivation costs the company €54,000 in lost revenue annually.
How to avoid these situations? Keep reading!
How to build a sense of belonging in an organization?
Below, we show you a few strategies to create a sense of belonging and motivate your employees:
1. Encourage open communication and spaces for conversation
Creating spaces where employees can share ideas and concerns freely is a cornerstone. These spaces allow companys to better adapt to diverse teams and understand the motivations of different generations. Also, open communication strengthens trust and team cohesion, contributing to a positive employee experience by promoting an inclusive and supportive work environment, where people are more willing to collaborate, innovate and overcome challenges.
2. Recognition and personalized treatment
Recognizing contributions, both individual and collective, every time good work is done helps employees feel appreciated and valued. Something as simple as a well-timed “thank you” or providing constructive feedback helps raise team morale and, very importantly, strengthens the connection between employees and the company.
3. Promote equity and inclusion
That is, guarantee equity in the workplace, including equal pay, family leave and diversity. Employees need to feel that they have the same opportunities as others and that the company values diversity of background, experience and perspectives, not for diversity’s sake, but because it genuinely values the unique contributions that each individual can offer.
4. Share common values and objectives
For its part, recent studies show that identification with the company’s values and mission drives motivation and commitment. This can be achieved through clear and consistent communication, training and development programs that reinforce these values and, above all, leaders who act as role models.
In this way, a shared purpose is created that strengthens team cohesion and the sense of belonging.
Additionally, recognizing and celebrating achievements that reflect these values helps reinforce their importance and maintain a strong organizational culture.
5. Facilitate authenticity and the generation of bonds
As we explained at the beginning, the generation of bonds is the basis of social acceptance and, therefore, the sense of belonging. Feelings of exclusion and isolation are known to seriously harm employees. In fact, exclusion causes employees to sabotage themselves, reducing morale and putting entire teams and projects at risk.
So, it is important that the company leaves space so that its collaborators can relate to each other in a healthy and positive way, eliminating toxic competitiveness and making it easier for employees to trust each other and support each other.
In conclusion…
All companies want loyal employees, but few have well-defined strategies for cultivating a sense of belonging.
If you have made it this far, you will have already realized that this feeling is crucial and cannot be ignored, as it fosters an environment in which people feel connected to the mission and goals of the organization, as well as contributing significantly to a positive employee experience, which in turn improves retention, engagement and overall productivity.
Do you want to know if your employees are committed to you? With Team Insights you can find out. Request a demo and discover everything our employee survey platform can do for your organization!
