The events of the past six months have thrust HR and business leaders into many new realities. Across industries, our workforces and workplaces are being fundamentally redefined, and the very nature of the employee-employer relationship reshaped.
At the foundation of all this change is the broad and immediate shift toward virtual work.
While teleworking is not a new concept, only a small percentage of the world’s workforce operated remotely before the COVID-19 pandemic. Then, in the blink of an eye, the pandemic fast forwarded our timelines. Remote work became a requirement – not an option. And for many companies, it’s not just an interim solution – it’s here to stay.
This new widespread and sustained remote work dynamic presents a host of new challenges for HR professionals, whether it’s workforce planning, virtual learning and development, or engaging remote teams. Paramount among these is creating a sense of belonging.
Right now, the need to share our true selves with co-workers has never been more important. As social scientist Brene Brown explains, “we are neuro-biologically hardwired to be in connection with other people.” So how do we create human connection while remaining distanced via screens and virtual meetings? And, how do we help our employees navigate additional stressors around work-life balance, health, job security or social unrest, which can add to the sense of isolation and uncertainty?
How to create a sense of belonging in a virtual workplace
To better understand the importance of belonging at work, Cognizant and Microsoft earlier this year conducted a survey of nearly 11,000 full-time employees worldwide across genders, generations, geographies, and organizational hierarchies. The joint study, What it means to belong at work, provides valuable insights into what makes employees feel a sense of belonging.
While it may seem like a fuzzy concept, belonging is a very real feeling for remote and in-person workers alike. We often associate belonging with our Diversity and Inclusion (D&I) programs, but having a diverse workplace is not enough in itself to foster a sense of belonging, feed innovation or heighten performance. Similarly, inclusion is a behavior, but doesn’t necessarily equate to belonging. The study reveals four key elements of belonging that should guide our thinking as leaders:
- Feeling welcome. During a crisis and in normal times, leaders need to share the human realities of virtual work and demonstrate to employees that they are not alone. For example, allowing children and pets to make unplanned appearances in videoconference calls signals that the organization is embracing the complexities of life. Seeing people similar to ourselves and sensing that we can be successful in our environment can help employees feel connected to and accepted in their workplace.
- Feeling connected. Employees want to form unique human bonds that signal they are part of a community – a place where they fit in, doing a job they enjoy, with people they want to interact with. Done well, social collaboration through technology, whether video conferencing, instant messaging or another means, can break down the invisible walls of remote work and create a stronger, more personal connection among individuals.
- Feeling included. Just as they do in a physical workplace, employees want their ideas and opinions solicited, accepted, and acted upon and have the resources to do their work. Managers play a significant role in creating an inclusive environment in the virtual world and signaling that a team member’s work matters.
- Feeling valued. Employees must be able to be authentically themselves, believe that it is safe to take risks, and feel that their co-workers respect and care about them as individuals. This is especially important when people are not in physical proximity. Managers must continue to create an environment of trust despite the limitations.
When leaders create a sense of belonging, the feelings can be transformative for employees and organizations as a whole. Our research found that employees of varying age, race, title, location and payscale who work remotely believe a sense of belonging would significantly increase their motivation, commitment, pride, emotional and physical well-being, and overall engagement.
What we can do as HR leaders
Building a workplace that is warm, welcoming and inclusive takes careful forethought, conscious planning, and effective execution – even without the added complexity of remote work. As we navigate this new work environment, leaders can create a stronger sense of belonging with a few key actions:
- Send a clear organizational signal: Organizations can recast traditional D&I programming into the language of belonging. For example, people-first initiatives send relevant messages to potential and current employees about the inclusiveness of an organization’s culture.
- Create an empowered work environment: There’s a certain intimacy to belonging: It is, in reality, the feelings that we have as a result of our day-to-day workgroup experiences. Across generations, geographies, and roles, all employees want to feel welcomed, included, valued, and connected. HR and front-line managers play an essential role in creating this empowered work environment. Asking employees what would make them feel like they belong is, in itself, empowering them.
- Ask yourself these questions:
- Are you sharing your own story, inspiring other leaders and managers to do the same,and creating an environment where people feel they belong?
- Are you encouraging leaders to expand their networks and educating yourself on the language of belonging?
- Are you and your leaders humble, vulnerable, and open to being honored?
- Are you and your leaders allies? Do they stand up for and support others who are different from them?
Leaders who strongly believe in creating a welcoming, empowered work environment (whether remote or onsite), while encouraging others to do the same, can foster a healthy workplace with a sense of belonging. Now, more than ever, creating a culture of belonging is a business imperative.
Latest posts by Becky Schmitt (see all)
- Belonging In The Workplace: A Business Leader Mandate - July 8, 2022
