Creating a sense of belonging in organisations is crucial for achieving long term success. When team members feel valued and connected, they are more likely to be engaged and productive. We reached out to thought leadership experts and asked them to share their insights on our collaborative guest blogging panel titled “If you could only do one thing in an organisation to improve the sense of belonging, what would it be?”. The responses we received were highly valuable, and we have selected three standout contributions.
1 . Raf Uzar
Raf uses a personal anecdote to reflect on the importance of DEI. He highlights that looking past appearances and valuing humanity is a significant part of harbouring a sense of belonging in the workplace.
2 . Oliwia Ostaszewska
Oliwia emphasises the importance of actively listening to team members therefore valuing their contributions to improve sense of belonging. She highlights the significance of creating a culture of psychological safety where ideas are easily shared.
3 . Natasza Kopczynska
Natasza highlights the significance of transparency, inclusivity and diversity in building a strong sense of belonging within a team. She emphasises the importance of being clear on goals and involving all team members in decision making to create an inclusive environment.
Head of Communication & Development, Penteris
“It doesn’t matter what you look like, and we’re all human inside.”
As a child I used to snuggle up to the soft thick blanket wrapped around my grandmother’s knees, which kept her warm and cosy.
I would always start with the same filial plea: “Grandma – tell me one of your stories, please”. She would sigh, look down at me softly, ruffle my hair and begin…
My grandmother was born in the western part of the Kingdom of Galicia and Lodomeria. Officially, Königreich Galizien und Lodomerien mit dem Großherzogtum Krakau und den Herzogtümern Auschwitz und Zator was a multi-ethnic, poverty-stricken, conflict-ridden land inhabited largely by Poles and Ruthenians. Your average ‘Galician’ frequented either a Catholic church, Greek Catholic tserva, or a Jewish synagogue. An average ‘Lodomerian’ either spoke Polish, Ruthenian, Yiddish, or German.
Lessons from the past
Words like diversity, equality, and inclusion (DEI) may not have been part of the everyday lexicon of these starved people and would not be heard on their parched lips but the concepts were never far from their minds. Within this troubled community, the willingness and ability to converse, coordinate, and cooperate were worth their weight in gold.
My grandmother would always tell me that “it doesn’t matter what you look like. We’re all human inside”. She survived the death of her first husband, five children, two world wars, forced emigration, Siberian exile, starvation and malnutrition, walking across one continent in order to finally settle in another.
I cannot help thinking that her fierce sense of equality helped her overcome these ordeals and I cannot help believing that achieving a sense of belonging while the world around you is a swirling maelstrom can quite literally be a matter of life and death.
Continue reading Uzar’s Expert Panel: Let your people breathe to let your business grow.
Warsaw Managing Director at Vacancysoft
In my experience, one of the most effective ways to improve a sense of belonging in a team is to make sure everyone feels heard and valued. This means actively listening to team members, taking their opinions seriously, and giving them credit for their contributions. It’s also important to create a culture of psychological safety, where team members feel comfortable sharing their ideas and opinions without fear of judgement or reprisal. When team members feel heard and valued, they are more likely to feel a sense of belonging and commitment to the team.
I believe that transparency and inclusivity are key to building a strong sense of belonging in a team. This means being clear about goals and expectations, and involving team members in decision-making processes. It also means creating a diverse and inclusive team where everyone feels welcome and respected. This can be done by actively recruiting from a range of backgrounds, and providing training and support to promote inclusivity. When team members feel that they are part of a team that values their input and is working towards a common goal, they are more likely to feel a sense of belonging.
In conclusion, through these articles we can see that achieving success in organisations relies on fostering a sense of belonging. Our expert insights highlight the importance of valuing humanity, active listening, inclusivity, and diversity. The articles showed how by implementing these strategies, organisations can create an environment where team members feel valued, connected, and engaged. Our expert’s advice emphasises the significance of inclusivity and equality, as well as involving team members in decision-making processes. By incorporating these expert recommendations, organisations can cultivate a culture of belonging and unlock the potential of their teams.
If you are interested in reading more of our experts’ answers to “If you could only do one thing in an organisation to improve the sense of belonging, what would it be?” Follow the link here to access them!