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Talkfreely: How to Create a Sense of Belonging at Work

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Talkfreely: How to Create a Sense of Belonging at Work

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Talkfreely lays out different ways companies can create a sense of belonging at their workplace.

I aspire to start forming connection and belonging inspired by Talkfreely "a sense of belonging starts at the top". I will definitely give Talkfreely's 8 steps a try to re-engage my program members.

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Everyone needs to feel accepted, included, heard and be a part of something bigger than themselves. It's a basic human need as important to us as food or a roof over our heads.

The feeling that we are recognised for our achievements and valued as individuals is vital in all aspects of life and our place of work is no exception. This is where the need to belong is heightened. We compare ourselves to others and rank our value based on how our colleagues and our company see us.

A strong sense of belonging encourages employees to excel in their roles and connect with the company. It is one of the core drivers to improve employee engagement.

A genuine connection not only meets your employees' basic human need for acceptance and inclusion but also inspires their work and improves business performance.

But how do you nurture and encourage this sense of belonging in your organisation? It's a particularly pertinent question in the current climate. With so many employees now working remotely and cut off from the social hub of the office, it's no surprise that there is a feeling of disconnection. According to recent research from Forbes, 20% of remote employees said that they lacked a sense of belonging during the pandemic. This is an issue that urgently needs addressing.

The link between engagement and belonging

What is employee engagement? It's certainly strongly linked to involvement and belonging. In fact, the Cambridge Dictionary defines engagement as 'the fact of being involved in something', and the OED takes a similar viewpoint.

The state of being involved is as fundamental to an employee as pay, location and benefits. Being able to bond with a team, leader, brand and organisation are vital to a person's wellbeing as well as affecting their performance at work. Engagement and belonging are directly connected.

The Oxford English Dictionary defines engagement as

'...the state of being involved in something.'

You might already have recognised that this is something you need to address within your workforce. This inclusive culture is one that all businesses need to adopt. Organisations require a workforce that adds enthusiasm, a sense of personal and emotional investment, and a commitment to going beyond simply achieving their goals for the day. When employee engagement and motivation is high, productivity increases.

Ambitious employees understand that in achieving their job-related goals, they will also gain personal rewards through promotion, commissions or even a new corner office. These are people who see employment as more than just a job and getting the job done.

Employers expect their workers to achieve their work goals not just for themselves, but for the organisation as a whole. But how do you initiate this in your organisation, especially with so many of your employees working remotely and physically out of reach?

Is a sense of belonging is lacking in your business?

Here's an easy test to work out whether you're tackling the issue. How often does your business address each of these employee engagement initiatives listed below? A lack of activity in these areas is a leading indicator of employee engagement issues or more specifically the symptom of a potentially disengaged workforce.

1. Shared internal news

Do you schedule regular updates and news flashes? Or maybe you only get in touch when there's something major to report? It's important to keep your communications regular and consistent, or employees, especially those working from home, will start to feel a sense of detachment.

2. Recognition

The secret to a good recognition programme is to ensure that praise is given freely, and publicly. When workers see others' achievements being celebrated, they will feel motivated to put in the extra effort themselves. Public recognition is one of the key employee engagement best practices.

3. Ideas and innovation

If you allow employees to put their own ideas forward, you could be surprised at the results. Not only do your workers have a whole range of different insights to offer, but they'll also be much more invested in their work if they've had some input. An employee engagement app can help manage a workflow of ideas through to implementation.

4. Employee surveys / feedback

The employee voice is a crucial concept and at the heart of creating a sense of belonging. By giving employees a two-way channel of communication, you're giving them that all-important sense of being heard. Unless you schedule regular feedback opportunities, workers can quickly feel silenced and disregarded.

5. Team forums

Do you give your remote workers the opportunity to work with their colleagues? Or are they working in isolation? Teams always work best when they are openly cooperating and moving towards a common goal. This sense of isolation has been one of the major barriers to employee engagement prompted by the pandemic.

6. Social groups

In a similar vein, the lack of opportunities to socialise outside of work has had a negative impact on employees working from home. By creating social platforms for employees to meet and chat on an informal basis, you'll be recreating that 'water cooler' effect. Create some social spaces online and you'll instantly improve employee engagement.

7. Events

How can you bring your remote workers together on an organic level? Scheduling company events is a great way to encourage natural connection and participation. While physical events may not have been possible recently, you can still organise virtual meet-ups for your staff. Regular events, virtual or not, should be top of your priority list for every employee engagement strategy.

8. Future goals and plans

Far too many organisations forget to share the bigger picture with their employees. They'll keep them up-to-date with news relevant to their job role, but not the overall strategy and direction of the company. This is a mistake. Unless staff understand their role within the organisation, their work engagement will be minimal.

The importance of shared values and goals

I can remember being at a corporate conference years ago (actually it's decades now eek!) and being asked to recite the company's latest mission statement. We were duty-bound to live and breathe the mission of the brand. CEO's were seeing the importance of employees belonging to a bigger whole all those years ago. They understood the significance of a shared vision to aim towards achieving one goal. It sits at the heart of every employee engagement model produced both then and now.

Although the wording has changed to cover elements like 'employee engagement' and 'brand culture', the ultimate goal of including everyone and connecting all your people remains the same. Recent changes to the business environment have revolutionised the way we work. These include the move to remote working, reliance on online meetings, and the introduction of employee engagement software and other technologies that help companies connect virtually with their people. The landscape has changed, but the ultimate goal remains the same.

There are two elements to achieving this shared vision:

#1 Employees need the organisation's full picture

History of how the company was set up, by whom, when

Current company position compared to their competitors and global share

The company's future goals; where they want to be and how to get there

#2 Employees need to know where they fit in this picture

Who owns the company, their line manager, communication protocols?

Brand guidelines, confidentiality protocols, social voice

Expectations of them, their job role and time-frames

The company's future goals, their personal goals and their role in making these happen

How to create a sense of belonging that benefits your business

Employees who have access to good communication channels, who know the company's expectations of them, and who have clear personal goals; these are the people you want working for your company. These connected and engaged employees are happy in their roles and highly productive, which in turn increases business revenue. If you ever ask yourself, why is employee engagement important? - just take a look at your balance sheet.

Engage your entire workforce in this way and the positive impact on the future of your business proliferates.

People need to know 'the why' to what they are doing; giving employees the full picture gives them value. If a company can communicate their brand values, goals and future goals it gives its employees a reason and sight of how their personal activity impacts the company as a whole. When you're exploring how to engage employees, answering 'why' is always the best place to start.

How to create a sense of belonging to a bigger entity, especially when staff are working alone from home? You'll do this through initiating shared knowledge, ideas and values, and by generating the sense of being part of a community where employees feel safe and valued. When you do this, there is a greater chance your workforce will stay, be loyal to the company, healthy and have a stronger sense of well-being.

What happens if you don't achieve this sense of belonging?

If your people don't feel as though they belong, they will have no reason to stay with your company. Ultimately, they will have a feeling of discomfort and will always sense something missing. This could grow into a belief that they are not listened to, recognised, valued or part of the organisation and its community.

A few of the painful consequences of a lack of belonging in an organisation are:

Absenteeism

Low morale

Lack of initiative

High staff turnover

Health and wellbeing

All of these will directly impact productivity and ultimately the profitability of the business.

A sense of belonging starts at the top

It may end at your company's bottom line affecting business goals and revenue, but it starts at the top. The management team need to lead the way with regards to building a positive community and culture. Belonging is making employees feel more than just a number on the payroll. Business leaders need to build an environment where employees are able to socialise, communicate and be understood equally. This is especially crucial for remote workers who can feel isolated and detached away from the kinship of the office.

Giving your workforce that all-important sense of belonging means more than ensuring they feel happy and satisfied at work. They need to be valued, listened to and recognised. Your organisation will increase employee engagement by sharing its goals, values and future plans, giving people a broader picture of what the business is seeking to achieve for them.

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How to Create a Sense of Belonging at Work

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Everyone needs to feel accepted, included, heard and be a part of something bigger than themselves. It's a basic human need as important to us as food or a roof over our heads. The feeling that we are recognised for our achievements and valued as individuals is vital in all aspects of life and our place of work is no exception.

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Women’s Initiative (WIN) at Dassault Systèmes

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Women’s Initiative (WIN) at Dassault Systèmes

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The WIN program is designed to support women inside Dassault Systèmes in North America and help them achieve personal and professional growth. We have regular meetings where we bring in speakers on a variety of topics from business communication to work/life balance. We also have an initiative to support the technical education for ten girls in Rwanda. The program has participation from every office in North America and we hope to launch it worldwide this year.

The 3DS WIN program inspires my project because the participants are actively seeking ways to celebrate women inside our company. I want to see how we can create this form of inclusion and celebration on a wider level and/or for specific groups.

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This week, our thought leadership publication, , looked into the growing trend and importance of women's initiative networks at companies across the world. The article examines how companies are addressing the gender gap in business, citing a recent report from the World Economic Forum that the COVID-19 pandemic delayed gender parity in the workplace by 36 years, making the current projection for reaching gender equality a staggering 135 years. Experts agree that it's never been more important for businesses to take action to close the gap, and that companies who actively support women in the workplace make it part of their organization's DNA.

We are proud to say Dassault Systèmes has had an active women's initiative network for nearly a decade. 3DS WIN started in North America in 2012 and the program expanded worldwide a few years later. Its goal is to help women across the company achieve personal and professional growth, as well as create a culture of inclusiveness to attract more women to join the company. 3DS WIN has run many initiatives over the years, such as bringing in speakers on a topics like gender intelligence, business communication and work/life balance. Both women and men members. Each chapter runs its own programming, and there is also a comprehensive online community for all employees worldwide to participate in.
A 3DS WIN gathering, 2015
3DS WIN has also helped females outside of the company, including going to local schools and universities to promote opportunities for women in STEM. Another example is supporting the education for girls in Rwanda's NYANZA Technical School.

Dassault Systèmes more than 20,000 employees represent 140 nationalities at 131 sites worldwide. We support 11 industries and work on a wide scope of projects. We believe the more we focus on diversity at every level of the company, the better we can serve our customers. Why? Because breakthroughs and innovation come when people look at a problem from different perspectives and offer up unique points of view and approaches.

Our WIN team is interviewing a number of senior leaders across 3DS as part of a series called WIN Conversations. In one of these videos, our EVP of Group Finance, Valérie Raoul-Desprez, shared her perspective which nicely summarizes our company's success at having a long-term focus on inclusion: "I think that in terms of diversity, and not only gender, the company does an incredible job. The values of Dassault Systèmes around passion, innovation and challenging the status quo - and there is no discrimination and it is very difficult to make that statement."

Finally, as part of our commitment to being a sustainable company, we've set a goal to have at least 30% of people manager roles held by women by 2025; we are currently at 20.6%. Several 3DS initiatives are currently going on across the globe to foster inclusion, offer equal opportunities, ensure recognition and fairness, and enrich diversity. To support gender equality and equity and help reach our 2025 goal, we're launching a global leadership and management development program, Rise Up!

This program aims to develop and accelerate skills to help 3DS people access management or leadership influence responsibilities. By the end of June, 83 women and 15 men will embark on a 9-month personalized development journey that combines individual and group development including: self-awareness, structured individual mentoring with a 3DS senior executive, leadership fundamental trainings and co-development workshops, and external WIN conferences.

We're looking forward to accompanying this new group of people through the program, and seeing the impact they make on the future of our company.

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There is growing trend for companies to create women's initiative networks to close the gender gap in business. Companies who actively support women in the workplace make it part of their organization's DNA. Dassault Systèmes has had an active women's initiative network for nearly a decade and is now adding a specific program to get more women into people manager roles by 2025.

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Since the program that I'm working for is a part of Dassault Systemes (our corporate). I think that it's the best to start by partnering with the DS's DEI team first to identify specific ways we can create and respect the inclusion and diversity within our program.

I would reach out to the main team members of the DS's DEI team to set up some meetings/workshops to discuss how we can directly implement the corporate practices to our program. Maybe we can even brainstorm further ideas since our program is unique being a global program.

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The US PRIDE Committee ( Professionals Inspiring Dignity and E quality at Dassault Systèmes). The purpose of the PRIDE Committee is to:

Form a community for its members, friends, and allies that fosters LGBTQIA+ support, networking, mentoring, and learning.

Aid the company in its recruitment and retention efforts as an inclusive LGBTQIA+ organization.

Provide resources for Dassault Systèmes and its employees to help create a more inclusive work environment and appropriate company policies.

We partner with Stonewall to ensure we foster an inclusive workplace environment.

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The US PRIDE Committee ( Professionals Inspiring Dignity and E quality at Dassault Systèmes). The purpose of the PRIDE Committee is to: Form a community for its members, friends, and allies that fosters LGBTQIA+ support, networking, mentoring, and learning. Aid the company in its recruitment and retention efforts as an inclusive LGBTQIA+ organization.

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Culture Amp is a company that focuses on putting culture first.

Their mission goes beyond just building business tool. It includes a commitment to providing the education, community, and support you need to bring a culture-first approach to your organization.

I would like to explore Culture Amp's tools and offerings on how to create better employee engagement.

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We're creating a better world of work.

We believe that nothing is impossible when a group of talented, caring humans work to build something together.

That belief, among other things, means living our values every day, striving to be inclusive, and building a worldwide community that believes culture comes first.

To create that better world of work, we need amazing people. Join us!

We're focused on building a new type of company: a company that truly puts culture first. That focus empowers our people to deliver on the promise of a platform that helps people worldwide build profitable, sustainable, and human-literate companies. That's what drives everything we do.

Our mission goes beyond just building a business tool. It includes a commitment to providing the education, community, and support you need to bring a culture-first approach to your organization.

This is what we believe in

Culture Amp is a values-driven company, and our values are fundamental to how we approach everything we do.

Demonstrating our values - and the behaviors associated with them - is as important as the results of our work. And those values manifest not only in how we relate to each other but how we exist in the world. How we make an impact is just as important as the impact itself.

That includes our commitment to racial justice and our decision to become a B Corp organization.

Learn more about our values below.

Culture Amp values

We know from our research that the opportunity to grow and develop is one of the strongest indicators of high engagement. The key to growth is a willingness to be vulnerable, continually stretch yourself, and even allow yourself to fail.

Having the courage to be vulnerable at work is about being willing to step outside of your comfort zone, express your ideas, reach higher, and be open to both the disappointment and growth that comes with failing. Vulnerability is also at the heart of authentic, credible relationships, and it's the foundation for meaningful feedback.

Helping others build the courage to be vulnerable means creating a safe place, valuing our differences, and most of all, helping others stay motivated when faced with a challenge.

Feedback is the foundation of our entire solution - our tools and resources are designed to help people build feedback loops that drive actionable improvements to the employee experience.

Growth and learning through feedback requires a commitment to vulnerability and the humility to seek out feedback and apply it. Feedback can come in many forms, from different sources, and utilizing these feedback loops can help build empathy, resilience, and ongoing development. When we let go of perfectionism, there is more space for iteration and improvement.

But feedback can be scary - both to give and to receive, even with the best intentions. Helping others learn faster through feedback means we need to learn how to share feedback in a responsible and considerate way.

If we're going to learn faster through feedback, then we need to trust people to make decisions, own them, learn from them, and share the outcomes. This keeps our teams moving faster than if we attempt to always reach a group consensus.

The starting point for any decision should be not "what should we do?" but instead, "who's the best person to make this decision?" Trust that person to gather feedback, talk to people, and make a call. Even if we don't like the decision, we let the decision stand and support it and take note of key learnings along the way.

As an organization, we optimize for making lots of decisions simultaneously and commit to learning from them. Before others can trust you to make a decision, you need to demonstrate that you, in turn, can trust them to make them too.

While our first three values are more targeted to individual behaviors, they can't fully exist without mutuality - the reciprocal support of others. We care deeply about each other, both within Culture Amp and our wider community. We all have a natural inclination to help each other achieve our absolute best, even when it requires extra work.

Amplifying others is about empathy, connectedness, and recognition. It's about supporting others and knowing others are here to support you. It's about looking for opportunities where you can apply your unique set of skills to lift others up and help them succeed. And part of amplifying others is recognizing those who've helped you achieve your success.

Build a world-class employee experience today

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We're creating a better world of work. We believe that nothing is impossible when a group of talented, caring humans work to build something together. That belief, among other things, means living our values every day, striving to be inclusive, and building a worldwide community that believes culture comes first.

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Aduro's mission is to reignite humanity in the workplace.

Aduro Connect is a fun, inspiring platform that brings together expert coaching, interactive content, meaningful incentives and personalized data that drives engagement and insights about your organization’s population.

"We’re all about inspiring people to discover new possibilities in their work and life. It’s who we are for our clients and it’s who we are for each other – creating a culture where amazing people connect, grow and flourish."

Aduro's work to re-engage employees makes a great inspiration for my project.

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Be free to be your whole self."

Chief Human Performance Officer

Learn more about Human Performance and what it means to us.

Our values

Each of us is evolving and growing - pursuing new possibilities in our lives - and our culture reflects that. The values resonate for each of us in unique ways.

I want to be great at creating joyous, heroic teams.

Lance Hendrix

Chief Information Security Officer

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Learn more about us! We're amazing. Just like you.| Aduro

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Be free to be your whole self." Chief Human Performance Officer Each of us is evolving and growing - pursuing new possibilities in our lives - and our culture reflects that. The values resonate for each of us in unique ways. Lance Hendrix Chief Information Security Officer

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BetterUp is dedicated to building an authentic workplace where people bring their full selves to the table - and they're helping others do the same. Their research fuels their own inclusion and belonging, so they in turn can help every company they serve to reach their own goals.

BetterUp offers coaching services to help managers develop inclusive behaviors, create a culture of belonging, and help employees act in ways that help their own and others' sense of belonging.

BetterUp relates to my project because forming connection and belonging might requires external training and resources.

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Our mission: unlock greater potential, purpose, and
passion.

Since 2013 we have been pioneering growth for the Whole Person™. We believe that well-being and peak performance go hand in hand. And that through custom support and strengthening mental fitness, you unleash personal and professional potential.

The BetterUp® experience brings together world-class coaching, AI technology, and behavioral science experts to deliver change at scale - improving individual resilience, adaptability, and effectiveness. The results? People living more meaningful, vibrant lives with greater clarity, purpose, and passion.

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Our mission: unlock greater potential, purpose, and passion. Since 2013 we have been pioneering growth for the Whole Person™. We believe that well-being and peak performance go hand in hand. And that through custom support and strengthening mental fitness, you unleash personal and professional potential.

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Cultures of Belonging: Building Inclusive Organizations that Last

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Cultures of Belonging: Building Inclusive Organizations that Last

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This book lays out clear, actionable steps for readers to build new values, experiences, and perspectives into their organizational culture, infusing it with the diversity, inclusion, and belonging employees need to feel accepted, be their best selves and do their best work.

These topics highlighted in the book directly relates to my project:

Learn why creating an environment where everyone feels belonging is the new barometer for employee engagement.

Increase employee engagement, collaboration, innovation, communication, and sense of belonging.

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Clear, actionable steps for you to build new values, experiences, and perspectives into your organizational culture, infusing it with the diversity, inclusion, and belonging employees need to feel accepted, be their best selves, and do their best work.

Bypass the faulty processes and communication styles that make change impossible in so many other organizations; access these practical tools and ideas for increasing diversity, equity, and inclusion (DEI) in your company.

Filled with actionable advice Alida Miranda-Wolff learned through her own struggles being an outsider in a work culture that did not value inclusion, and having since worked with over 60 organizations to prioritize DEI initiatives and all the value and richness it adds to the workplace, this roadmap helps leaders:

Learn why creating an environment where everyone feels belonging is the new barometer for employee engagement.

Develop an understanding of the key terms around DEI and why they matter.

Assess where your organization is today.

Define and take the small steps that build new muscle memory into an organizational culture.

Increase employee engagement, collaboration, innovation, communication, and sense of belonging.

Build confidence in how to solve future DEI-related challenges.

Get buy-in from colleagues (and even resisters) who can clearly see how to move forward and why.

Overcome any limiting work environment and build all new processes and communication priorities that allow your employees to be a part of something greater than themselves while your organization learns to value and embrace the unique experiences and perspective that each employee brings to the company.

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Cultures of Belonging: Building Inclusive Organizations that Last

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Cultures of Belonging: Building Inclusive Organizations that Last [Miranda-Wolff, Alida] on Amazon.com. *FREE* shipping on qualifying offers. Cultures of Belonging: Building Inclusive Organizations that Last

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Remote Work Revolution: Succeeding from Anywhere

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Remote Work Revolution: Succeeding from Anywhere

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This book provides a blueprint for how to build and maintain that trust and connection in a digital environment.

Remote Work Revolution is filled with actionable steps and interactive tools to help team members deliver results previously out of reach.

This book is helpful for my project because a lot of the team members in my program are working remote. I'm trying to form connection and belonging among the remote workers, which includes a big population of employees in my program.

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"I often talk about the importance of trust when it comes to work: the trust of your employees and building trust with your customers. This book provides a blueprint for how to build and maintain that trust and connection in a digital environment." -Eric S. Yuan, founder and CEO of Zoom

A Harvard Business School professor and leading expert in virtual and global work provides remote workers and leaders with the best practices necessary to perform at the highest levels in their organizations.

The rapid and unprecedented changes brought on by Covid-19 have accelerated the transition to remote working, requiring the wholesale migration of nearly entire companies to virtual work in just weeks, leaving managers and employees scrambling to adjust. This massive transition has forced companies to rapidly advance their digital footprint, using cloud, storage, cybersecurity, and device tools to accommodate their new remote workforce.

Experiencing the benefits of remote working-including nonexistent commute times, lower operational costs, and a larger pool of global job applicants-many companies, including Twitter and Google, plan to permanently incorporate remote days or give employees the option to work from home full-time. But virtual work has it challenges. Employees feel lost, isolated, out of sync, and out of sight. They want to know how to build trust, maintain connections without in-person interactions, and a proper work/life balance. Managers want to know how to lead virtually, how to keep their teams motivated, what digital tools they'll need, and how to keep employees productive.

Providing compelling, evidence-based answers to these and other pressing issues, Remote Work Revolution is essential for navigating the enduring challenges teams and managers face. Filled with specific actionable steps and interactive tools, this timely book will help team members deliver results previously out of reach. Following Neeley's advice, employees will be able to break through routine norms to successfully use remote work to benefit themselves, their groups, and ultimately their organizations.

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Remote Work Revolution: Succeeding from Anywhere

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Remote Work Revolution: Succeeding from Anywhere - Kindle edition by Neeley, Tsedal. Download it once and read it on your Kindle device, PC, phones or tablets. Use features like bookmarks, note taking and highlighting while reading Remote Work Revolution: Succeeding from Anywhere.

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The Culture Map: Breaking Through the Invisible Boundaries of Global Business

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The Culture Map: Breaking Through the Invisible Boundaries of Global Business

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In this book, Erin Meyer (an international business expert) guides readers to understand and navigate cultural differences.

This book is a great resource for my project because I am working for a global program. In order to form connection and belonging in my program, it's important for me to understand and recognize the impacts of cultural differences.

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An international business expert helps you understand and navigate cultural differences in this insightful and practical guide, perfect for both your work and personal life.

Americans precede anything negative with three nice comments; French, Dutch, Israelis, and Germans get straight to the point; Latin Americans and Asians are steeped in hierarchy; Scandinavians think the best boss is just one of the crowd. It's no surprise that when they try and talk to each other, chaos breaks out.

In The Culture Map , INSEAD professor Erin Meyer is your guide through this subtle, sometimes treacherous terrain in which people from starkly different backgrounds are expected to work harmoniously together. She provides a field-tested model for decoding how cultural differences impact international business, and combines a smart analytical framework with practical, actionable advice.

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The Culture Map: Breaking Through the Invisible Boundaries of Global Business

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The Culture Map: Breaking Through the Invisible Boundaries of Global Business [Meyer, Erin] on Amazon.com. *FREE* shipping on qualifying offers. The Culture Map: Breaking Through the Invisible Boundaries of Global Business