As leaders, we often forget the need to make the employees feel comfortable and included. Of course, maintaining productivity is key. But so is ensuring your employees feel like they belong in the organization.

This is because high belonging results in:

· 56% increase in job performance

· 75% reduction in sick days

· 50% drop in turnover risks

But, before you determine how to create belonging in a team, you need to first understand whether or not your people feel that they are a part of your company. The following are some of the signs that you should be looking out for.

1) Siloed Communication

One of the glaring signs that your team is lacking a sense of belonging is siloed communication. This means there is no open channel for information to flow freely. Instead, you notice departments or individuals hoarding information. This will lead to the following:

· misunderstandings

· duplication of efforts

· general lack of cohesion 

To combat this, establish cross-functional communication channels and encourage teams to be more transparent. Set the expectations of sharing and collaboration.  Make sure they feel that they belong to the bigger part of the organization and receive information about what is happening in other parts of the organization to create more awareness and connection.

Breaking down these communication barriers can pave the way for more connected and engaged teams.

2) High Turnover Rates

When employees don’t have that sense of belonging, they will start looking elsewhere to work so they can have that important feeling.  If they don’t feel valued or connected to their work environment or colleagues, they will not want to stay. To help lower your turnover rates:

· Prioritize employee engagement initiatives

· Provide opportunities for professional growth and development

· Actively seek your people’s feedback to address any underlying issues that would drive them to leave

3) Lack of Team Bonding Activities

Team bonding activities result in more than just having fun together. They foster a sense of belonging among team members. Do you believe that there is a huge gap between team members? Do you sense certain employees feel excluded at certain events, etc.? Those could be clear signs.

It is important that you make time for regular team bonding activities, including:

· Get-to-know-you activities

· A volunteer day 

· A team offsite 

These opportunities for social interaction can strengthen relationships and build trust among team members. They will also allow those introverted people in your organization to open up and become comfortable in the workspace.

4) Low Employee Engagement

Engaged employees are invested in their work. Also, they feel a sense of ownership over their contributions.

Do you notice a lack of enthusiasm, low morale, or disengagement among your team members?  It can be a clear indication your people don’t feel connected to their work or the organization. 

To boost employee engagement:

· Involve team members in decision-making processes

· Recognize and reward their efforts

· Provide opportunities for them to voice their opinions and contribute to the overall direction of the team 

Final thoughts 

These are clear indications that your employees lack a sense of belonging. It is crucial to be aware of these indicators and take active steps to better ensure your people feel that authentic sense of belonging.  Engage them to problem solve – both at the individual and team level.  

We work with organizations and teams to assess and create deeper connections to improve the level of belonging within and across teams.  Contact us to explore the possibilities.