Creating A Sense of Belonging: Leadership, Teamwork, and Self-Engagement

Written by: Matthew Joshua Limahelu

One of the needs in Maslow’s hierarchy of needs is the need to belong. Maslow argued that humans have the need for a sense of belonging and acceptance. Belongingness can be understood as being comfortable with and connected to others. Creating a sense of belonging is not something to be done by one person only. We’ll see why a sense of belonging is very crucial in an organization.

Why Sense of Belonging is Crucial

In organizations, a sense of belonging is essential because it promotes teamwork and collaboration while increasing member engagement and loyalty. Members will feel more passionate in their work when they feel appreciated and included, which boosts output and performance. Better attendance rates are also a result of this relationship, since people are less likely to quit an organization where they feel valued. However, it is not easy to create a sense of belonging. It takes a village to create a form of bond. It starts from the leaders, then our colleagues, and finally, ourselves. We’ll see how each of them can create and improve a sense of belonging

The Leaders

The role of the leaders in creating a sense of belonging is crucial. Leaders shape the organization’s culture and set the mood for how members interact with each other. 

• Lead by Example: Leaders should actively show and practice inclusive behaviors by engaging with all members, acknowledging diverse backgrounds, and valuing different perspectives.
• Set Clear Organizational Values: Leaders should clearly express the organization’s values around inclusivity and belonging. It helps members understand the importance of these principles. Leaders should communicate that everyone’s voice matters and that diversity is celebrated.
• Encourage Participation: Leaders should also actively invite and include members to participate in decision-making processes and organizational activities. 

The Colleagues

While the leaders set the foundation, relationships between the members are also essential for creating a sense of belonging. 

• Build Bonds: Everyone should encourage and participate in informal gatherings or bonding activities that allow members to interact outside of formal meetings. These interactions can help break down divisional barriers and boost friendships amongst members.
• Encourage Collaboration: While healthy competition can drive performance, strengthening the spirit of collaboration is more effective in building long-lasting connections. Working in team-based projects, having shared responsibilities, and peer-to-peer evaluation activities can encourage members to work together toward common goals.
• Support Others: Taking the time to reach out to fellow members, especially those who may seem on one’s own or disengaged, can make a significant difference. Simple gestures like inviting someone to join a conversation or asking how they are doing can help them feel valued and seen.

The Individual

Finally, each member has a role to play in creating a sense of belonging within the organization. 

• Engage Actively: Members should take initiative by participating in discussions, volunteering for tasks, and attending events. Active engagement not only enhances personal experience but also improves the group dynamic. 
• Reflect on Personal Contributions: Members should regularly reflect their own behavior and attitudes towards other members. Being mindful of how one interacts with others can enhance the overall warmth of belonging within the organization.
• Be Open: Embracing diversity and inclusivity means being open to different perspectives and experiences. Members should strive to learn from one another, encouraging a culture of respect and understanding.

In conclusion, in an organization, fostering a feeling of belonging is a team effort that begins with leaders, spreads to members, and ultimately depends on individual commitment. The organization transforms from a collection of individuals to a vibrant community where everyone feels appreciated and empowered when all levels—leadership, colleagues, and individuals—embrace diversity, open communication, and mutual respect.

References

Randall, R., & Arnold, J. (2016). Work psychology: Understanding Human Behaviour in the Workplace (7th ed.). Pearson.

Arruda, W. (2023). How to Cultivate a Culture of Belonging—And why it’s the ultimate competitive edge. Forbes. https://www.forbes.com/sites/williamarruda/2023/03/01/how-to-cultivate-a-culture-of-belonging-and-why-its-the-ultimate-competitive-edge/

Santhanam, G., Balaji, K., & Zeeta, S. (2022). Plug and play new joiners during pandemic times: creating a sense of belongingness. Journal of Pharmaceutical Negative Results, 13(SO3). https://doi.org/10.47750/pnr.2022.13.s03.186