Organizations should consider the following in order to instill a sense of belonging:

Welcomed (invited to be a part of the community): This might look like sending employee recognition to new employees or team members on their first day of work or doing onboarding surveys to map the first 30, 60, or 90 days.
Known (understood as an individual) – Employees should regularly be recognized in alignment with their own values and interest. Consider whether they are celebrated for unique contributions, career milestones, and life events, as well as if they can build a personal legacy within the organization that's easy for others looking for peer validated skills to discover.
Included (accepted without reservation) – Organizations that linked their D&I programming with their recognition program (to amplify and include) had three times the level of engagement. Employees should have regular opportunities to declare opinions and get great ideas heard – outside of performance reviews or the annual engagement survey. This means using polls, quizzes, surveys, and forms – within the flow of work – to tap into the collective wisdom of your front line.
Supported (recognized and developed based on values and goals) – Educate and train managers on the tools they have available to them to support their team members. Feeling supported occurs when employees experience action and support in response to the feedback they provide. This can include involving employees in solving the problems they identified through surveys and performance programs.
Connected (developing and maintaining relationships over time) – This can be achieved through use of tools that connect employees and deepen a sense of belonging and wellbeing. Giving employees the opportunity to easily access the people and peer validated skills they need to be productive – wherever they do their job and within the flow of their work is table stakes for any digital workplace experience. The aim is to remove friction and eliminate context switching so employees can raise their hands and participate – easily and often.

Bottom line: HR leaders can integrate employee engagement technology to step up productivity and bolster the employee experience. The adoption and integration of technology in organizations across all sectors continues to influence every aspect of business, including HR management. Employee engagement technology is no different.

Instant Insights /

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