#left-out

“Social belonging is a fundamental human need, hardwired into our DNA. And yet, 40% of people say that they feel isolated at work, and the result has been lower organizational commitment and engagement. In a nutshell, companies are blowing it. U.S. businesses spend nearly 8 billion dollars each year on diversity and inclusion (D&I) trainings that miss the mark because they neglect our need to feel included.”

“From this 10,000-foot perspective, the costs associated with this drought of workplace belonging are eye-catching. Zooming in a bit helps focus on the reality of the problem. Exclusion is damaging because it actually hurts: the sensation is akin to physical pain. And it’s a sting we’ve all experienced at one time or another. To feel left out is a deeply human problem, which is why its consequences carry such heft and why its causes are so hard to root out of even the healthiest workplaces.”

“It might be difficult to identify exclusion on the spot as it’s happening, so another valuable intervention strategy would be to buffer workers against the negative effects of exclusion in the first place. One possibility is that having an ally might take the sting out of being excluded by other team members. Even the most effective recruiting strategy for diversity won’t lead to long-term change if new talent isn’t supported to succeed... Individuals coping with left-out feelings can adapt these new evidence-based tools of gaining perspective from others, mentoring those in a similar condition, and thinking of strategies for improving the situation. ... Leaders and organizations should invite employee feedback, and take it seriously; this behavior is a cornerstone of  inclusive companies. Workers need to feel like they belong to something they value — and that they have the power to bring about change when it’s needed.”

Harvard Business Review, December 16, 2019: “The Value of Belonging at Work,” by Evan W. Carr, Andrew Reece, Gabriella Rosen Kellerman, Alexi Robichaux