Category: Advertising

Sense of Belonging

Have we ever wondered, what makes an employee happy at the workplace?What is ‘the’ main determining factor that creates fulfilment in an employee?

The environment that the organization sets up where employees feel an alignment with the organizational values can drive an emotional and functional elevation in them. And this elevation is driven by several factors:

1. Culture: The environment in the organization that determines exchange of ideas, thoughts and communication
2. Inclusivity: The policy of the organization that creates an egalitarian environment
3. Care and Concern: The values in the organization that are employee-centric.
4. Security: The  feeling of safety amongst employees of an organization

A confluence of all the above factors creates ‘the’ ingredient that determines happiness of employees- ‘A Sense of Belonging’.

Sense of Belonging amongst employees is a deep and powerful emotion that can foster many constructive displays of emotions. An employee who feels belonged to an organization is driven to take ownership and accountability. They start viewing their role not merely from a functional standpoint but from the perspective of adding value to the organization. Their problem solving and decision taking abilities are driven by ‘what matters to be aligned with organizational values’ rather than demonstration of their prowess.

Such employees start demonstrating enhanced levels of motivation, drive and eagerness to create and add value.

Let us look at the journey of the belongingness in an employee. The core for belonging is a layer of concern and care, much like how it is established in human relationships. The organization needs to genuinely show concern and care for the wellbeing of the employee and their career. This will set the stage for belongingness to be established with the organization.  Concern and care for the employee can be shown in many forms – safe environment, healthy food, career progression, investment in learning, conducive environment for job performance, listening, approachability being demonstrated by leaders etc.

The sense of belonging enhances when the employees of the organization find themselves aligned to the vision and mission of the company.

Communication of the vision and mission in a form that is understandable to the employees at multiple levels is a key element of this alignment success. The simplification of the vision and mission is a large onus that the leadership of the organization carries. With this, the employees feel they are contributing to a larger cause. The more the vision and mission get simplified, the better is the alignment of the employees with the organization and more come the ideas for better execution, from the employees.Find out how Sarva can help -> REQUEST A DEMO

The Values and Organisation Growth Cycle

Values in organizations, akin to in human beings, get developed over the years. Much like what we observe in human beings, the values and beliefs of an organization  get formed through deep-rooted principles demonstrated by the founders and the initial members. These principles permeate through the rest of the organization as it grows, thereby forming the culture of the organization.

The founders of the organization demonstrate zeal and passion in instilling the core values. There exists an intense desire to embed them into the organizational culture.

Alignment of values between the employees and the organization is a key factor in bringing synchronicity – in expectations and delivery of

• Ownership & accountability
• Leadership
• Productivity
• Creativity & innovation

Employees who are aligned with organizational values are likely to demonstrate a higher level of motivation, learning and high onus of job responsibilities.

Such individuals bring in a mindset that enables them to permeate across different teams to build relationships cross functionally.

Most importantly, they possess an intense ‘Sense of Belonging’ that drives them to don the ‘Entrepreneurial’ hat. Thus decision making and  problem solving are viewed from an entrepreneurial perspective.

A good organization has policies, protocols and procedures to ensure that employees are taken through an induction process transparently to introduce them to organizational values, vision and mission. The extent to which the learnings from the induction and the policy / procedural adherence stay during the employees’ tenure in the organization needs to be analysed.

The rigmarole of daily responsibilities at the workplace, learning, dynamic nature of market situations, expectation of a greater response rate might lead to the assimilation of the values getting dissipated. It is here that employees may gradually start feeling a disconnect with the organization.

An ideal work environment comprises employees aligning with the values and vision of the organization. The core values hinge on trust and transparency through straightforwardness and truth.This synchronicity of values between the employees and the organization translates into multiple dimensions from the employees’ emotional and behavioural fronts.

Sarva helps you to identify the extent to which the Values’ Synchronicity exists in your organization. To understand the levels of values absorption, request a demo here. Find out how Sarva can help -> REQUEST A DEMO