The Culture of Belonging – Asrar Qureshi’s Blog Post #955

The Culture of Belonging – Asrar Qureshi’s Blog Post #955

Dear Colleagues! This is Asrar Qureshi’s Blog Post #955 for Pharma Veterans. Pharma Veterans Blogs are published by Asrar Qureshi on its dedicated site https://pharmaveterans.com. Please email to aq.pharmaveterans@gmail.com for publishing your contributions here.

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Many years ago, I witnessed an animated discussion between two senior managers, one of whom had spent his entire career in the same organization where we were sitting, the other had come after working in another MNC for several years. I was a junior manager who also came from another MNC. The topic was ‘sense of belonging’. The long serving manager was insisting that sense of belonging is nothing but a catchphrase. Our employment is a contract, we work and get paid, and the contract can be terminated any time. “Where does sense of belonging come in” he asked. The other senior manager was advocating that sense of belonging binds people to organization, makes them perform better, and stay longer. The discussion remained inconclusive because the views were 180 degrees opposite. Many years passed, I left that organization and went elsewhere. I happened to sit on the next seat at a domestic flight with the long-serving senior manager; he had also left after serving for a long time. we were having small talk and suddenly he said, “Asrar! You remember that discussion on sense of belonging?”. I said, yes. He said, “I realized much later that sense of belonging was important and must have been there. I regret having wasted too many years in an organization which did not acknowledge people”.

In the years since, lot of work has been done regarding human capital, people, their aspirations, and their inspirations. It has been emphasized by everyone that people must be put first, though still most organizations are not doing so. 

The Culture of Belonging

A culture of belonging is one where employees feel accepted, respected, and connected to their peers and the organization. It's about more than just having a seat at the table; it's about feeling empowered to speak up and knowing that your contributions matter. In such a culture, differences are celebrated rather than merely tolerated, creating an environment where everyone can thrive.

Barring a few companies, the organizations in Pakistan do not believe in the culture of belonging, and therefore do nothing to build it.

True, that HR departments have been established and have grown in most organizations, but they are largely doing documentation. They do not have a say in hiring because line managers are powerful and hire as they wish. Or in so many organizations, the owner hires every employee, and he does it alone, on his own judgment. In this way, he controls the culture of the organization. As the scenario shows, the culture of belonging is prevented in these organizations. To add more emphasis, an employee is fired instantly once in a while to show who wields the power.

Benefits of Culture of Belonging

In today's rapidly evolving business landscape, organizations should recognize the importance of cultivating a culture of belonging. This concept goes beyond diversity and inclusion, aiming to create environments where all employees feel seen, heard, and valued. A culture of belonging is not just a moral imperative; it is also a strategic advantage that can drive innovation, employee satisfaction, and overall organizational success.

When employees feel like they belong, they are more engaged and committed to their work. Engaged employees are more likely to put in extra effort, leading to higher productivity and better performance. This heightened level of engagement translates into tangible benefits for the organization, including reduced turnover rates and increased employee loyalty.

Diverse teams bring a variety of perspectives and ideas to the table. When these differences are embraced and employees feel comfortable sharing their unique viewpoints, innovation flourishes. A culture of belonging encourages creative problem-solving and drives the development of new and better ways of doing things.

Feeling excluded or marginalized at work can have significant negative impacts on an employee's mental health. Conversely, a supportive and inclusive environment promotes well-being, reducing stress and anxiety. This leads to healthier employees who are more resilient and better equipped to handle challenges.

Building the Culture of Belonging

Creating a culture of belonging starts at the top. Leaders must demonstrate a genuine commitment to inclusion and model the behaviors they wish to see. This includes actively listening to employees, addressing concerns, and ensuring that inclusive practices are woven into the fabric of the organization.

Organizations need to implement policies that support diversity and inclusion. This can include flexible working arrangements, comprehensive diversity training, and unbiased recruitment processes. By removing barriers and creating equitable opportunities, organizations can ensure that all employees have the chance to succeed.

Encouraging open and honest communication is essential for building trust and connection. Organizations should create channels for feedback and ensure that employees feel safe expressing their ideas and concerns. Regular check-ins, town hall meetings, and anonymous surveys can all contribute to a more transparent and inclusive workplace.

A culture of belonging celebrates the unique backgrounds, experiences, and perspectives of all employees. Recognizing and honoring cultural events, encouraging the formation of employee resource groups, and promoting stories of diverse individuals within the organization can help build a sense of community and belonging.

Supporting employees in their professional and personal growth is crucial. Offering mentorship programs, career development opportunities, and mental health resources can help employees feel valued and supported. It's important for organizations to invest in their people and provide the tools they need to succeed.

To ensure that efforts to build a culture of belonging are effective, organizations must regularly assess their progress. This can be done through employee surveys, feedback sessions, and diversity metrics. By tracking these measures, organizations can identify areas for improvement and celebrate their successes.

Sum Up

Building a culture of belonging is a continuous journey that requires dedication, effort, and a willingness to adapt. However, the rewards are well worth it. Organizations that prioritize belonging will not only create happier and more productive workplaces but will also position themselves as leaders in innovation and excellence. By building an environment where everyone feels they belong, organizations can unlock the full potential of their workforce and achieve remarkable success.

Stress alone can only achieve as much. Studies show that performance increases with stress, but up to a certain point. After that, it starts falling sharply. Outstanding performance is possible only with employees who claim a right over the organization, feel belonged, and know that their work is valued.

Concluded.

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