Belonging v’s Fitting in
Lately, I’ve found myself engaging in numerous conversations with my teenage daughter about the intricacies of belonging, particularly among female friendships. As many of us can reflect, navigating these relationships at this age can be quite complex, with the pressure to fit in shaping these dynamics. In contrast, my son’s social life is straightforward. If you’re on the basketball team, you belong. If you’re in the footy field, you belong. If you’re out in the surf, you belong. It’s simple, inclusive, and anyone can participate.
This contrast has led me to reflect on how these concepts of belonging and fitting in apply to the workplace. Creating an environment where individuals can effortlessly fit in and genuinely feel that they belong should be a priority for every organisation.
Belonging refers to the authentic sense of acceptance and inclusion that comes from being valued for who you truly are. It’s about fostering genuine connections and feeling like an integral part of a group.
Fitting in, on the other hand, often involves changing oneself to accommodate the norms of a group. It’s more superficial and can lead to a sense of alienation if individuals feel they must alter their true selves to be accepted.
The challenge in many workplaces is creating a culture of belonging, where everyone feels they can be themselves without having to compromise their identity.
According to Deloitte, organisations that prioritise inclusion and diversity are eight times more likely to achieve better business outcomes.
Additionally, research from Gallup indicates that employees who feel that they belong are 3.5 times more likely to be engaged in their work.
When employees feel they belong, they are not just present; they’re engaged, creative, and productive. However, when the culture is one of merely fitting in, employees can experience stress, dissatisfaction, and ultimately disengagement.
The Role of Values in Fostering Belonging
One crucial factor in creating a sense of belonging is being clear about organisational values and effectively communicating them. When organisations define their core values, they attract individuals who may not be identical to existing team members but align with those values.
Value alignment opens the door for a richer and more diverse talent pool, enhancing the workplace culture and expanding creativity.
Creating an environment where belonging is effortless requires intentional efforts.
Here are some practical strategies that businesses can implement:
1. Encourage Authenticity: Foster an environment where employees feel safe to express their true selves. This can be achieved through open dialogue and team-building exercises that allow individuals to share their personal stories and experiences.
2. Promote Inclusivity in Teams: Form diverse teams that bring together individuals from various backgrounds, perspectives, and skill sets. Diversity can spark innovation and encourage individuals to feel valued for their unique contributions.
3. Implement Mentorship Programs: Pairing employees with mentors who can guide them through their careers can help foster connections and create a sense of belonging. Mentors can also offer valuable insights into navigating the workplace culture effectively.
4. Recognise Contributions: Show appreciation for individual contributions regularly, whether through informal shout-outs, awards, or team meetings. Recognition reinforces that each employee’s presence and unique attributes add value to the team.
5. Provide Opportunities for Growth: When employees see a clear path for advancement and feel empowered to develop their skills, they’re more likely to feel invested in the organisation, leading to a stronger sense of belonging.
6. Gather Feedback and Act on It: Regularly solicit feedback regarding the workplace culture and take actionable steps to address concerns. This demonstrates that leadership respects employee voices and is committed to creating a supportive environment.
The complexity of belonging versus fitting in resonates across different stages of life, from teenage friendships to professional settings. As we strive to create environments that foster authentic connections, it's essential to remember that belonging is not just a goal; it’s crucial for a thriving workplace culture.