Why is belonging to a team important to people

Since belonging is so important—and since the pandemic has exacerbated the need for belonging—we must be intentional about creating it with and among others. We can do this in tangible ways. Belonging is a necessary ingredient for our performance—individually, in teams and for our organizations—because we can more effectively engage and bring our best selves to their work. And even more importantly, belonging is good for our wellbeing as humans. The pandemic has brought belonging into sharpened focus and our opportunity is to find a way to create it for ourselves and others.

I am also the author of Bring Work to Life by. In addition to speaking and writing about the changing nature of work, workers and workplace, I also devote time as an executive advisor to the MSU Master of Industrial Mathematics Program and Coda Societies.

In addition to my Ph. Magazine, Fast Company, and more. Please feel free to reach out if you would like to connect! This is a BETA experience. You may opt-out by clicking here. More From Forbes. Oct 25, , am EDT. Oct 24, , pm EDT. Oct 24, , am EDT. Oct 23, , am EDT. A system has gaps, that need to be filled with the power of people. Everyone needs to depend on themselves, and at the same time attract, and work with others.

Any business or businesses, are really temporary. People will stay. You can join a group of people. This is called your Network. You can build a network of people that will last.

The network of people, will last after the job is gone. Nobody is born knowing everything. We all can learn from each other. There are no separate parts. There is just one whole. The more people that you are able engage, the more money you will make.

The more people that you are able to work with, the more successful that you will become. People want to make money, so they can do more with there lives. They want security. They want purpose. They want to have resourses. People trust people who work in teams more.

People want to join groups, where help is possible through communicating. Information flows faster through a team. It is possible to run a business from your computer. It is possible to sell products from your computer. It is possible to make a large income from your computer.

You can make a part-time income from your computer. It is about the effort that you put forth. For a while now, organizations have recognized that the changing demographics of the world at large and their customer base necessitate improving the diversity of their workforce.

While organizations have made progress in diversifying the global workforce, opportunities for improvement still exist, such as the representation of women in management roles, where the pace of progress has been excruciatingly slow. Even when there is a focus on improving representation, not all organizations are intentional about creating a culture that is truly inclusive of differences, in which everyone feels accepted, can be their best selves , and do their best work. One big reason for this is the lack of collective ownership toward creating more inclusive workplaces where everyone can bring their unique self and feel accepted.

Belonging is a fundamental human need, so much so that we have adapted our behaviors to minimize lack of belonging in much the same way we try to avoid physical pain.

This experience impacts all, but in an organizational setting, it can specifically impact historically underrepresented groups to a greater degree, as they see fewer examples of people they identify with in leadership positions or in positions of influence within their organizations. It raises a fundamental question: does someone like me belong and have the opportunity for success here? Even majority groups are not exempt from covering. On the other hand, when belonging is intentionally fostered in the workplace, employees feel accepted within a community of people where members identify with each other around a shared sense of purpose and willingness to invest emotional energy for the benefit of the community.

To promote belonging, we need to reframe the diversity and inclusion conversation and do a better job of involving majority groups in creating inclusive environments. One key element is the importance of gathering and sharing feedback at all levels. For organizations that want to use employee engagement surveys to support their DIBs strategy, Glint recommends the following five-step approach:.

Building a culture with strong focus on inclusive practices is a journey, and belonging is at the heart of it.