Employee Belonging

The results of the “Motivation at Work” survey indicate I need to address belonging needs and respect needs at my organization. Our text explains, “of employees who leave a company, 5 to 10 percent do so because of money; of the remaining 90 to 95 percent, many leave because they don’t feel they are being recognized” (Manning & Curtis, 2008, p. 253). Belonging is a vital aspect employee’s success at an organization, relating to loyalty, longevity and confidence at the work place. A sense of belonging has been reported in the field of mental health as vital to the attaining and maintaining of emotional well-being (Briggs, 2015, p. 19). This belonging relationship is no different in the correlation between work environment and the growth of

Our text refers to it as “celebration of holidays, birthdays, and special events,” and “notes of appreciation” (Manning & Curtis, 2008, p. 259). My current organization has six sites covering eight counties and currently the staff at my site has less turnover, and seven of the eight sites no longer participate in birthday luncheons or celebrate a child’s birth or marriages. My site does and it seems to be the only factor that relates to the long time success we continue to experience. I now travel to other sites and realized the lack of communication and simple life awareness of co-workers seems to be a key issue. Birthday celebrations and notes sound simple, but as it relates to the feeling of belongingness, your personal life can be the easiest way for someone to open up and show pride in ways they may have never been expected to in their work setting. Once belongingness is established through the above mentioned activities, respect needs, the next greatest need for my organization, will begin to take care of itself. Often, when someone feels the adequate belongingness, it can create the sense of numerical value, in that, it can create a whole new perspective on the respect others have for you and you will portray in your