Your go to hub for everything belonging. Learn more about the why, who, where, what and when of how to design your organization’s own culture of belonging.
Our most recent white paper“Belonging by Design: Ignite Belonging Through Inclusion and Engagement” explores the 3 key aspects of belonging and why using engagement and inclusion to achieve psychological safety in the workplace is the new frontier. Discover the valuable organizational improvements that come with a happier and more efficient workforce.
Click the image to view and download the white paper.
What is Belonging?
The Talent Dimensions Belonging Model breaks down how the intersection of inclusion and engagement creates a sense of belonging for individuals inside an organization or workplace – which can only exist when there is a solid foundation of psychological safety.
When employees feel that they have a voice in the conversation and that their voice matters – everyone feels a shared sense of trust and respect. It is a sense that you are a part of, not apart from your team, co-workers and business.
There are as many definitions of belonging as there are individuals.
Inclusion means creating a workplace of mutual respect, trust and commitment so that everyone contributes to the organization’s mission, vision and values based on their unique talents. From idea generation to decision making, to how we execute our strategies to do good in the world, we are at our best when we leverage our diversity through inclusion.
When inclusion and engagement are high, employees feel an overall sense of satisfaction and acceptance at their job, leading to a feeling of belonging within their organization. If employees feel included, engaged and feel psychologically safe—they belong— that is the sweet spot for peak individual and organizational performance with a happy and reliable workforce. The key is to make this intersection a part of your organization’s DNA.