Fostering Belonging Through a Culture of Growth

When we feel confident that we belong at work, we perform better. And research shows that with a few key practices, we can significantly increase our colleagues’ certainty that they belong at work, which in turn improves performance. 

Why does confidence that we belong at work matter so much for our performance? Many of us can intuitively understand the importance of belonging when we reflect on our own experiences. Think back to the last time you were new somewhere. Perhaps you joined an organization in a new industry and you weren’t sure if your colleagues would see your value. In this situation, most of us spend a disproportionate amount of mental energy searching for cues that indicate whether or not we belong. For example, if you get constructive feedback from your new manager, you might wonder: Is my manager investing in helping me succeed? Or do they think I don’t have what it takes? If you are spending energy searching for cues and interpreting every interaction to determine whether or not you belong, you have less mental energy to spend on doing your job well. And research supports this. Belonging uncertainty depletes cognitive resources, ultimately undermining performance. 

Since 2008, I have been researching and applying research on what leads people to perform their best when work is challenging. Belonging is particularly important in the face of challenges – whether because you’re new somewhere, you’re facing performance challenges, or your organization is undergoing a lot of change. One key strategy for fostering belonging that I have extensively researched is viewing challenges through the lens of a growth mindset. A growth mindset is the belief that abilities and talents can improve. How can a growth mindset foster belonging? Belonging is most likely to dip or be questioned when we face challenges. Let’s look at how challenges are viewed in a growth mindset, and with the opposite mentality, a fixed mindset. In a fixed mindset, we believe abilities and traits are stable, so challenges can mean that we don’t have what it takes to succeed, and that we lack ability. In a growth mindset, however, since abilities and talents can improve, challenges can be exciting, because they provide an opportunity to learn and improve. Each of us can help our colleagues feel more confident that they belong, even when things are challenging, by reinforcing a culture of growth. Here are three ways to reinforce a culture of growth:

First, model humility. Share the challenges you have faced in your own career, how you overcame them, and what you learned. Modeling humility reinforces a culture of growth by communicating to people that challenges don’t mean you don’t belong in your role, they mean you are growing and stretching yourself.

Second, give growth-oriented feedback. When someone who is already uncertain about their belonging receives critical feedback, it can lead to defensiveness or further undermine belonging. Research shows that when feedback givers clearly express confidence that the person can use the feedback to improve, recipients are more likely to trust and act on the feedback. Instead of giving critical feedback without explanation, try saying something like, “This is a really difficult type of project, and I’m giving you this feedback because I know it’s something you can take on and do well.” 

Third, recognize people that demonstrate what they learned vs prove what they know. When people feel like they constantly have to prove that they are smart enough at work, any setback can undermine their sense of belonging. But when people are recognized and rewarded for learning – for changing their minds when they get new information, for reflecting on a lesson learned from a mistake – setbacks don’t carry the same risk. Highlight successes that resulted from a thoughtful approach to learning rather than easy wins. 

A culture of growth fosters a sense of belonging by helping people navigate the uncertainty associated with newness, challenges, and change at work. By demonstrating humility, providing growth-oriented feedback, and acknowledging efforts to learn, you can empower your colleagues to perform well in both smooth and challenging times.

September 25, 2024

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