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covid-19

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Belonging at work: recommendations for future research

This study found a direct relationship between belongingness and the quality of an employee’s relationship with his/her manager. However, it seems that line managers are either reluctant, unavailable, unaware, or unskilled to create a sense of belongingness in their teams. It might thus be interesting for future researchers to explore the real cause of this disconnect and find out how internal communication can help make this relationship flourish.

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Belonging at work: recommendations for practice

Every internal communication programme starts with a baseline. It is therefore useful for IC professionals to determine where their workplaces are in terms of a sense of belongingness before they aim to improve or strengthen it. To make sure that belongingness for new hires is taken on board, IC can conduct an initial survey to design a programme that can lead a transformation. They can do this via a questionnaire or random focus groups in the organisation.

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Bringing it all together: The new model for virtual workplace belonging

This blogpost aims to bring together what I have found as what works, what does not work, the themes that emerged during my interviews and the internal communication strategies that design belongingness in the virtual workplace. I managed to bring them all together in a handy model I call the new framework for workplace belonging.

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IC strategies that create a sense of belonging in the virtual workplace

Data shows that there are four elements that can make belongingness in the virtual workplace a possibility. It also shows that when the tangible structures of an organisation are eliminated, as we have experienced during the pandemic, those working virtually will have to overcompensate in other ways. Belonging in the virtual workplace setting is no longer about a place but about what makes up that place for individuals. It is about identification with the organisation itself and its people, mattering, being seen, and feeling cared for.

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Surprise packages make us feel like we belong

The fourth dominant theme that showed in the interviews is Care. I chose the word Care as the overarching theme for when employees feel cared for. For example, employees appreciate receiving surprise packages on their doorstep and being given the feeling that their contributions are valued. It makes employees feel thought of and taken care of even from afar.

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