Studies continue to point out the epidemic of loneliness after the pandemic. Reasons include the increased use of technology and social media, working long hours, and remote work. Organizations that used to provide a sense of community —such as volunteer and social groups—are challenged with the lack of interest and attendance. If someone is lonely at home, they are likely lonely at work, and this affects engagement, productivity, and satisfaction.
BENEFITS OF BELONGING
For my monthly podcast, Becoming a Sage, I interviewed Dave Ulrich, the Rensis Likert professor at the Ross School of Business, University of Michigan, and author of “The Why of Work.” He finds the concept of “belonging” to be a critical factor for overcoming social isolation and for creating workplaces that have a positive impact on people and performance. Belonging includes a strong emotional attachment to another (person or organization), and that increases personal well-being. This improved well-being then increases personal productivity and overall organizational performance.
Ulrich described how technology should be used to build real connections, not contacts. He said belonging requires making social media more social. For example, HR professionals can encourage employees to use technology to share more personal experiences. He noted, “One company, on an employee’s birthday, asks colleagues to share positive experiences with the employee through technology. This exercise helped employees feel closer with their colleagues.”
THE 3 BS
When HR professionals create an environment where the top talent does not want to leave, Ulrich has found the main components include:
- Believing: An employee finds personal meaning in the organization because personal values derive from and align with the organization’s purpose and values.
- Becoming: An employee learns and grows through participation in the organization because it enables the pursuit of new talents through opportunities.
- Belonging: An employee has a personal identity and develops new relationships because the organization has employees interact with one another.
To understand how to put these three Bs into practice, check out Ulrich’s article in Talent-Quarterly.com, “Can’t We All Just Belong?” He believes leaders can have an impact on how people think and act, which will help create organizations where people are connected and feel like they belong.
