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Nurture Belonging: A Rich Source of Potential
Many organisations don’t consider the role of belonging when onboarding new employees. But truthfully, it’s a fundamental human need, especially at the early stages of employment. By acknowledging and nurturing a sense of belonging in your employees, you can impact them at the deepest level and unlock access to a rich source of potential.
The Need to fit in
You’ve just completed onboarding at your new job. But what should be a promising new beginning feels like a dire mistake.
You’ve met your leaders and peers, but something’s wrong. You feel alone, isolated and disconnected from the company. You just don’t fit in, and it feels like you never will.
In 2022, this was the reality for many at global tech firm Accenture. New employees reported feeling unsupported, uninformed, and detached from the company culture. Consequently, the new-employee turnover rate surged to 25%.
Accenture searched for weaknesses in its onboarding process. They found a lack of structure, insufficient support for new hires, and a cultural mismatch. These issues impacted people so much that they felt excluded and left.
Why Does Belonging Matter So Much?
According to psychologists Roy Baumeister and Mark Leary, humans depend on meaningful social connections. Feeling accepted and valued within a group affirms identity and nurtures self-esteem and security.
New employees may be vulnerable. They’re unfamiliar with the job technicalities and cultural ambience of the new environment. They’re also under pressure to make a good first impression but may lack the psychological safety to express themselves. Organisations must acknowledge this critical period.
When inclusive practices form part of the onboarding process, employees enjoy a sense of belonging and are 50% less likely to leave. Their psychological safety develops early, which can increase their potential. A strong start means they can grow to access roles and levels of performance that may have otherwise been out of reach.
Microsoft developed a strategy to make people feel more included in the early sensitive stage of their employment. Managers met with their new hires more regularly to guide them into the environment and strengthen the bond.
This personal approach to making employees feel at home established authentic connections and resulted in an 8% increase on an intent-to-stay scorecard.
Inclusivity Beyond Induction
Diversity, Equity, and Inclusion initiatives help create a sense of belonging. But, to get the most out of it, efforts must go beyond the responsibility of HR and the onboarding process.
It must underpin the culture and permeate all aspects of the business to ensure managers pull the thread of inclusivity through.
Google understands this and gives managers access to initiatives like Unconscious Bias Training and the I am Remarkable Program to help them recognise and address scenarios that may impact an employee’s sense of belonging. They’re taught to pay special attention to empathy and relationship-building.
Managers have the potential to profoundly impact the psychological safety and sense of belonging of employees.
They can create purposeful opportunities to connect through check-ins, coffee chats or team building. Or customise development needs and communication styles to acknowledge skillset, culture, values and personality.
They can also get involved in diversity storytelling initiatives, undertake empathy development and recognise and reward employee contributions.
Empowering managers to promote inclusive practices ensures critical emotional needs are met and sets employees up for long-term success.
Coaching Can Make Inclusivity Your Strength
Change Partners coaches are professionals with experience in established psychological and well-being practices that enhance potential.
We provide custom 1-1 Executive Coaching, Team Coaching and Leadership Development programs that empower leaders and employees to champion inclusivity.
Partner with us, and we’ll create a space that nurtures confidence and performance excellence!
With a diverse team of professionals experienced in unlocking leadership excellence, and tuned to the future of leadership development, Change Partners is perfectly positioned to help you advance.
Lindiwe Mkhondo is an International Executive Coach and Psychologist at Change Partners with 18 years of experience. Her background and expertise in assessing and fostering transformation make her a highly effective coach. She is deeply passionate about helping individuals and teams achieve their full potential.
Contact her at lindiwemkhondo@change.co.za or on 083 200 8888 to help you take your performance to the next level.
