BELONGING

As someone with the BELONGING motive, you desire a deeper sense of solidarity and inclusion at work. You likely naturally develop relationships in your professional network, because work isn’t just about work for you; it’s about people. You are happiest and most engaged in situations where you can bond with clients, customers, or colleagues beyond the surface level in ways that matter to you. The need to belong is hardwired into our DNA as humans, but for you feeling accepted and respected for your true self and meaningfully connected at work is especially beneficial for your wellbeing. It’s important to you that in your workplace and work relationships people are accepted for who they are regardless of things like personal beliefs, race, gender or age. Working for a company and leaders who value a culture of BELONGING for everyone, with diversity, equity and inclusion (DEI) efforts that are purposeful and effective, will elevate your health and happiness at work. If you feel excluded by others, isolated or that your “work self” and “real self” need to be vastly different, it will harm your sense of BELONGING. You thrive and engage most deeply when you feel you are part of a work community, small or large, where trust, vulnerability, connection, and support are strong.

 You feel this motive being met when…

+ You feel a genuine sense of inclusion, acceptance, and belonging in your workplace.

+ You have high quality meaningful connections with other people through your work.

+ You’re able to find purposeful common ground with clients, managers, customers, or colleagues.

+ You feel like you’re part of a supportive environment at work that practices trust, support, authenticity, and compassion.

 This motive is at risk when…

– You feel isolated, lonely, or excluded at work, or incapable of being yourself.

– Even after investing time and trying different strategies to connect, you still don’t feel connection or solidarity in your relationship with your colleagues, manager, or clients.

– No matter how much you try to foster connection, you don’t feel like you belong in your workplace.

– Your company’s culture doesn’t support the importance of DEI or they may say it’s important, but their efforts fall flat.

A Work Wellness Check-In for BELONGING

1. When I’m at work, to what extent do I feel like I belong there? Why or why not?
2. Do I share common interests or history with my peers? Do we share similar values, interests, mindset, goals, or purpose? If so, do I take time to notice and appreciate this? Can I seek out those who are like-minded?
3. Do I feel like the team or department in which I work collaborates well and has good rapport?
4. Do others welcome me as I am, or do I find myself acting out of character in order to fit in?
5. Are any of my work peers friends I connect with deeply or naturally? Do they support me emotionally as well as professionally? Are any of them people I look up to, or trusted teammates who have my back? Do I make the effort to cultivate these types of relationships?

6. Does my company take an interest in actively creating BELONGING? Is DEI something my company values, and does it demonstrate that intentionally?
7. What are two things that are the biggest challenges for me to feeling more BELONGING at work? Where are my greatest points of disconnection? What is in my power to change or influence?
8. If I work remotely, or am an entrepreneur or freelancer, has my situation affected my BELONGING motive? What might I do to gain or maintain more meaningful human connection in my work life?

9. Are important aspects of belonging-building (like trust, vulnerability, compassion, and support) sufficiently present in my workplace? Have I invested my best to build trust, encourage vulnerability, and show compassion and support?
10. Do I struggle with feelings of loneliness, isolation or exclusion at work? 
11. If I invest personally in building BELONGING at work, how are my efforts received? Can I take it upon myself to build the type of connection and inclusion I desire at work?
12. If I experience an absence of BELONGING at work, to what degree can I take steps toward building my own community or a few people as part of a sub-community where we can grow our relationships and connection? 
13. Who do I work with who also has this motive? Are there people in my workplace who initiate connection and inclusivity? Are there steps we can take together to help meet this motive? Is it worth having a brainstorming or planning session to make this endeavor purposeful? Are there conversations we could have with our coworkers, managers, or HR?