Promoting unity
- Philip Brophy
- Mar 27
- 3 min read
Belonging through connection • 3 min read
The "2021 Edelman Trust Barometer Special Report” found that 6 out of 10 people are motivated to work for an employer who shares their values.
The research revealed that there is an expectation for leaders to deliver on topical issues, such as retraining, diversity, sustainability, and workplace inclusion. Employees admitted that the more leaders demonstrated a commitment to these issues, the more they felt supported, acknowledged, and engaged.
Introduction
We’ve looked at how we can bring everyone on board by increasing team members’ inclusion and engagement.
Today, we’ll look at how leaders can foster an increased sense of belonging within a team by driving connections between employees and highlighting their individual contributions.
Inclusive leadership
Connection means being positively engaged with our peers through authentic, social interactions.
As we spend much of our week in the workplace, it’s vital that we develop meaningful work relationships — in all their diversity. This, in turn, helps us feel connected with the company’s purpose and goals.
We can do this by:
1. Connecting team members
Providing opportunities to connect with team members across the organisation. It could, for example, be a great idea to set up an employee resource group (ERG).
Employee-led groups empower employees from a variety of backgrounds to find and connect with a community of like-minded individuals with similar social identities and backgrounds, fostering feelings of acceptance and shared experiences.
2. Modelling inclusive leadership
Try actively listening to all voices on your team, approaching each conversation with curiosity, while setting aside your assumptions and examining your unconscious biases. It helps to be transparent about your values to develop meaningful connections.
3. Welcoming team members
Make team members feel welcomed to quickly integrate them into their team’s culture. Employees who feel welcomed are more likely to be committed for the long term and, therefore, contribute to the success of long-term goals.
Contribution
When we show gratitude for team members’ contribution and let them know how their individual work helps to advance goals they support — this can help them feel like they are seen, valued, and connected.
Comfort and connection are essential in facilitating contribution, where workers feel safer to express their opinions in assertive, yet constructive ways — driving the kind of meaningful collaboration that translates a diversity of ideas into more creative and innovative output.
Plus, when contributions are publicly acknowledged, team members will not only feel respected and valued, but relationships will be strengthened between colleagues as they see how each other’s efforts make meaningful differences in advancing common goals.
Key takeaways
When we welcome new team members, this helps them experience an initial sense of belonging — For example, a structured induction process could help new employees feel connected from the start with peers across their team.
By acknowledging the importance of team members’ individual contributions and unique strengths, this can boost their sense of belonging, motivating them towards achieving common goals.
It will help them to feel well positioned to engage in productive friction, the ability to draw out conflict and learn from disagreements to generate new insights.
Think big, act small
Why not show gratitude by carving out time to send quick emails to each team member towards the end of a project?
This will help acknowledge their work, showing that they are seen and supported, while letting them know how they can improve going forward.
Content sources
Deloitte Insights, 2020, Schwartz, J., Mallon, D., ‘Belonging: From comfort to connection to contribution’
Harvard Business Review, 2021, Kennedy, J.T. et al., ‘What Does It Take to Build a Culture of Belonging?’
Inc., Roberts, D., ‘How to Create a Culture of Belonging in Your Organization’
Forbes, 2021, Baumgartner, N., ‘What It Takes To Create A Culture Of Belonging In’
Forbes, 2022, Sweeney, D., ‘How Any Business Can Create A Culture Of Belonging In The Workplace’
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