When employees achieve belonging, they are more engaged, productive, and emotionally committed to their work and to the organization. They are more likely to stay with the organization, contribute to its success and collaborate effectively with their colleagues. The challenge is that there are as many definitions of belonging as there are individuals and organizations. It is critical to understand the factors that support belonging in order to create a results-focused strategy and take informed actions. The important first step to building that understanding is conducting an organization-wide assessment.

Talent Dimension’s Organizational Belonging Gauge is our most comprehensive adaptive tool for measuring 10 dimensions of organizational culture, behavior, and climate. 

The dimensions and descriptive question associated with each are:

  1. Feedback Environment – How often do people receive structured and unstructured feedback?
  2. Organizational and Management Effectiveness – How effective are individual managers compared to the organization on certain key factors?
  3. Creativity and Innovation – How does the culture support innovation, and what are the barriers to it?
  4. Career Mobility and Talent Management – How are employees hired, onboarded, retained, and developed? Do they feel they have opportunity and a career path?
  5. Workplace Respect – Do employees treat each other and the organization with respect? Do they feel valued?
  6. Intent to Stay – How likely are employees to stay with the organization and, if they aren’t, what factors would prompt them to leave?
  7. Discretionary Effort – What level of effort do employees put into their day-to-day work?
  8. Workplace Behavior – Are there inappropriate behaviors taking place? If so, how do they affect the people who experience or observe them?
  9. Engagement and Commitment – Do employees feel this is the right place for them? Do they like their work and feel they belong with the organization?
  10. Workplace Environment and Culture – Do employees like the organization or company? Do they feel they have psychological safety?

The Organizational Belonging Gauge includes a mix of quantitative and qualitative questions and provides a comprehensive view of the factors impacting an employee’s ability to achieve belonging. The assessment takes approximately 10-12 minutes for an individual to complete. Up to five additional scale items can be added for no additional fee to ensure relevancy.

Our goal is to use our Organizational Belonging Gauge process to answer your questions and provide you with informed actionable insights that will make a difference in your organization.

We all want to feel a sense of belonging. This isn’t a character flaw. It’s fundamental to the human experience. Our finest achievements are possible when people come together to work for a common cause.

Rosalind Wiseman

A sense of belonging is not physical. We can’t find it by changing where we live or what we do. We have to carry it within us.

P.C Cast

Employees who feel a sense of belonging tend to stay engaged, productive, and are far less likely to leave than those who feel excluded.  So if you want your good employee to stay, invest in belongingness.

Abam Mambo

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