No matter where you work, be it country or industry, belonging matters so much. It is so important for leaders to recognise the significance of creating a strong sense of belonging within their teams. Creating belonging in the team cannot be an option, it is a must. It will also matter to your own career.

As Owen Eastwood describes in his book “Belonging,” this innate need to belong is a fundamental aspect of being human. A sacred identity shared among individuals within a group.

Daniel Coyle further delves into this concept in his book “The Culture Code“. In which he highlights how successful cultures care about collaborative problem-solving. This rather than the pursuit of individual happiness.

An open communication, candid feedback, and a shared commitment are key in this high-performing teams. So they can bridge the gap between their current state and their desired objectives are essential. And this requires a high level of commitment.

Creating and sustaining a sense of belonging is not as simple as it may sound. It requires intentional effort and a multifaceted approach. Various aspects play a role in this. They can range from organisational structures and leadership practices. Not to forget about nurturing strong personal relationships.

Everyone wants to be seen

From my experience over the past two decades, I’ve observed that employees easily feel they don’t belong. A common reason is feeling unseen or unheard by their managers. This can stem from not having the opportunity to express their opinions during team meetings. And not receiving dedicated one-on-one time with their supervisors.

In most cases, these issues are not intentional; rather, they are the result of oversight or simple lack of awareness. As leaders, it is crucial for you to be attuned to these potential sources of disconnection and work towards bridging the gaps.

You can ensure that every team member feels valued, respected, and a true sense of belonging. Because it will pay out for your business.

Some numbers that don’t always make their way to my management coaching or team coaching sessions, but that are eye-opening. These are from Deloitte. Have a look:

Some numbers to back the importance of belonging

Belonging can lead to:

• • 56% increase in job performance

• • 50% reduction in turnover risk

• • 167% increase in employer net promoter score

• • 18X more employee promotions

• • 75% decrease in sick days

This shows that it is not only a soft skill that a few have. But it is truly crucial.

How to increase belonging, practical tips

1. • Foster Inclusive Communication:
     • • Encourage open dialogue and active listening during team meetings.
     • • Create a safe space for team members to share their thoughts, ideas, and concerns without fear of judgment.

1. • Establish Clear Goals and Purpose:
     • • communicate the team’s mission, vision, and objectives.
     • • Help team members understand how their individual contributions align with the goals.

1. • Promote Collaboration:
     • • Encourage team members to work together on projects and assignments.
     • • Foster a collaborative environment where diverse perspectives are valued and integrated.

1. • Provide Growth Opportunities:
     • • Support professional development and training opportunities for team members.
     • • Offer mentorship and coaching to help individuals reach their full potential.

1. • Recognise and Appreciate:
     • • Acknowledge and celebrate team members’ achievements and efforts.
     • • Show genuine appreciation for their contributions to the team’s success.

1. • Encourage Team-Building Activities:
     • • Organise team-building exercises and offsite events to strengthen relationships.
     • • Foster a sense of camaraderie and trust among team members.

1. • Lead by Example:
     • • Show inclusivity, empathy, and fairness in your actions and decisions.
     • • Be approachable and accessible to team members.

1. • Create Opportunities for Feedback:
     • • Ask for regular feedback from team members to understand their needs and concerns.
     • • Act on feedback to make positive changes in the team’s dynamics and processes.

1. • Promote Work-Life Balance:
     • • Be mindful of workload and ensure a healthy work-life balance for team members.
     • • Offer flexibility and support when needed.

• • Embrace Diversity and Inclusion:
    • • Value and embrace diversity in the team, fostering an inclusive culture.
    • • Celebrate the unique strengths and talents that each team member brings to the table.
• Now, if you struggle with this, you always know how to get in touch with me. Find your own way in creating a team, it has a lot to do with being your own self and being authentic