Creating organizational belonging is important because without a sense of belonging, the motivation and productivity of the organization's forces will decrease to a great extent. But what does the sense of organizational belonging mean? The answer is not very difficult. The sense of belonging to the organization is the factor that causes employees to think about the productivity and completion of work instead of looking at the number of working hours. Increasing the sense of belonging to the organization makes the employees not to measure their work with their salary. Creating organizational belonging helps people feel useful and effective and consider themselves an integral part of the organization. Human resources should feel that they are a useful and accepted force from the eyes of other members of the organization, they should feel that they are doing valuable work and feel from the bottom of their being that the organization appreciates their efforts and sacrifices. But how to follow the establishment of organizational belonging?

Teach employees self-awareness skills

Creating organizational belonging can be done in the shadow of increasing the level of people's knowledge about themselves. If human resources know their strengths and weaknesses more, they will grow faster in the organization and this growth can increase the sense of organizational belonging. Self-knowledge and self-awareness make people make better decisions in times of crisis and establish wider communication with other colleagues. This issue also increases the self-confidence of the forces of an organization or business. When you give your employees confidence by giving them timely recognition and helping them grow, you won't have a hard time building organizational belonging. Do not hesitate.

Keep your employees confidential

To create organizational belonging, you must first of all set short, medium and long-term goals and inform all employees about these goals. This is especially important for small businesses. If you are looking to strengthen the sense of belonging to the organization, you should consider your human resources confidential and if the goals are achieved, inform them of the success of the organization. Also, when you suffer a failure, don't hide it from your troops. It is not even bad to ask them for solutions and suggestions. You must create an environment where employees can be transparently informed about current events in the organization. By doing this, in addition to creating organizational belonging, you will also receive valuable solutions from those you might not expect at all. Be sure and trust your forces.

Create a friendly atmosphere in the organization

It is not meant to create an out of control and chaotic environment. A friendly atmosphere should not mean that everyone can do whatever they want and expect that their mistakes will be ignored or that their duties will be done by others just because they are friends with the senior manager or other colleagues. A friendly atmosphere means that a deep and supportive emotional connection is created between human resources, everyone has a sense of justice and no one thinks that they did not get what they deserve. In this way, the atmosphere of absenteeism behind others and less unhealthy competition is created. Even if someone in a friendly atmosphere intends to start a disturbance and contaminate the relations between colleagues, he will be quickly pushed back by the employees themselves. Of course, we must say that the role of the leadership of an organization is very important in creating such an atmosphere. Creating organizational belonging with the help of establishing friendly relations requires the leadership and control of a wise manager.

Don't neglect the participation of employees in most of the organization's affairs

It does not mean that you put all the issues to the referendum and hold so many different consultative meetings and brainstorming sessions that there is no time left to work and advance the goals of the organization. No, not at all! Rather, the intention is to consult them for matters that are directly related to employees. The participation of human resources to name a new product, a contract with a luxury complex, the registration of new business contracts that directly affect the volume and style of their work, and any case that makes human resources consider themselves a part of the organization can create organizational belonging. strengthen to a great extent. It is necessary to respect all employees and to consider even the opinion of the lowest rank as important. You may have heard the memory of the founder of Mino company, according to which the simple idea of ​​a worker in using a fan to remove the empty packages that reached the output section due to the technical defect of the machine, saved the company from huge losses. So make sure that when you involve employees in different things, you indicate with an arrow 2. You will both create organizational belonging and strengthen this feeling, and you will come across creative solutions.

Eliminate the atmosphere of fear and strictness

As a manager, you should not create an environment where employees are afraid of you and you are not considered as sacred by them. Undoubtedly, a manager and organizational leader should never let the control of the situation slip out of his hands, but this control should be created in the shadow of creating organizational belonging, trusting the forces and delegating authority, not irrational strictures and pressure on employees. If you are too hard on your employees, not only will you not increase their output and productivity, but you will also destroy their sense of organizational belonging. Excessive control and establishment of dictatorship in the organization causes skilled and talented personnel to quickly look for a job alternative. An issue that imposes a lot of material and spiritual cost on the organization. The creation of organizational belonging emerges in an atmosphere where the personality and value of a person are respected and employees are not treated like modern slaves.

Use the communication tools of the digital world

Using digital communication tools to facilitate remote work and establish friendly relationships outside the organization can increase the sense of organizational belonging among human resources. In other words, by using digital tools and communication technologies, you can adopt a flexible working hours policy. Believe me, in many cases doing the work correctly and without defects is more important than the permanent presence of employees in the organization. With the help of specialized communication tools that can even be designed specifically for the organization, holding online meetings and webinars is much easier than before. By using information technology, many tasks can be removed from the shoulders of employees. Of course, if you want to use digital tools to create organizational belonging, you must keep in mind that remote work and flexible working hours should be planned in such a way that they do not destroy the boundary between the personal and professional lives of managers and employees or create unreasonable expectations. Do not create work outside of working hours. Because such an event is exactly against the policies of increasing the sense of organizational belonging.

Final proposal

Creating organizational belonging can create enthusiasm in even the least motivated employees. Contrary to popular belief, it is not only salary that causes employee job satisfaction. When the human resources of any organization feel that they belong to a group, they cannot leave it easily. Creating organizational belonging is not a costly activity for managers and organizational leaders, but maybe rebuilding and creating organizational belonging is a time-consuming process depending on the conditions of each organization.