Greg Morley

Some would call it luck. Others would call it politics. That's just a normal corporate life. But when you talk about belonging in the workplace, especially now that you absorbed it and you've been involved in different cultures, I'm curious, why is it so difficult to develop a true and sustainable sense of belonging for employees?

Some would call it luck. Others would call it politics. That's just a normal corporate life. But when you talk about belonging in the workplace, especially now that you absorbed it and you've been involved in different cultures, I'm curious, why is it so difficult to develop a true and sustainable sense of belonging for employees?

And how can we nurture that sense given all the complexities of corporate life?

And how can we nurture that sense given all the complexities of corporate life?

There are many aspects to this, but let me focus on a couple of them. The first is that the world is changing in terms of the work, and especially since COVID. And I just read an article this morning which highlighted this. The arrangement or the agreement that employees and employers have has flipped.

There are many aspects to this, but let me focus on a couple of them. The first is that the world is changing in terms of the work, and especially since COVID. And I just read an article this morning which highlighted this. The arrangement or the agreement that employees and employers have has flipped.

It's a buyer's market in a way now for employees to go and work places where they believe they're going to be recognized, they're going to be rewarded, they're going to be heard, and they're going to feel like they belong. Now that's happening in a time when individuals are more and more isolated because of things like social media.

It's a buyer's market in a way now for employees to go and work places where they believe they're going to be recognized, they're going to be rewarded, they're going to be heard, and they're going to feel like they belong. Now that's happening in a time when individuals are more and more isolated because of things like social media.

And social media has this double-edged way of impacting people, which is it makes us much more connected, but much less connected. And when we talk about belonging in the workforce, what we're talking about is an individual coming to work and feeling like they can do their best work there, that they're going to be recognized for what they do, that the workplace is a safe place.

And social media has this double-edged way of impacting people, which is it makes us much more connected, but much less connected. And when we talk about belonging in the workforce, what we're talking about is an individual coming to work and feeling like they can do their best work there, that they're going to be recognized for what they do, that the workplace is a safe place.

Many people don't have safe places outside of work and it's a responsibility of employers to create a place that's a safe place to work. And why is all of this important? It's important because we want people on our teams and ourselves to do the incremental effort.

Many people don't have safe places outside of work and it's a responsibility of employers to create a place that's a safe place to work. And why is all of this important? It's important because we want people on our teams and ourselves to do the incremental effort.

we all get hired and we get a job description and it says all the things that have to happen the reality of jobs is you know people do some things on the job description and some things off the job description and many times a career like the one you were talking about vince where you work hard you put in a lot of effort and you get ahead and you get promoted comes from the fact that somebody's doing something beyond their job the incremental effort

we all get hired and we get a job description and it says all the things that have to happen the reality of jobs is you know people do some things on the job description and some things off the job description and many times a career like the one you were talking about vince where you work hard you put in a lot of effort and you get ahead and you get promoted comes from the fact that somebody's doing something beyond their job the incremental effort

So belonging is important because it creates this connection somebody has with their role, with their company, with their boss, with their peers, which allows them to feel encouraged to do the incremental effort. And that's how companies win when employees are fully engaged and doing the incremental effort.

So belonging is important because it creates this connection somebody has with their role, with their company, with their boss, with their peers, which allows them to feel encouraged to do the incremental effort. And that's how companies win when employees are fully engaged and doing the incremental effort.

As you were sharing. It reminded me of an incident from about 20 years ago when I worked at an international financial institution. At that time, I was a store employee. I received a lot of positive feedback from clients. I was sent to the headquarters for special training, first of its kind, and my boss rewarded me for all the hard work I put in.

As you were sharing. It reminded me of an incident from about 20 years ago when I worked at an international financial institution. At that time, I was a store employee. I received a lot of positive feedback from clients. I was sent to the headquarters for special training, first of its kind, and my boss rewarded me for all the hard work I put in.

My clients recognized it, and I was working incredibly hard, 12 to 14 hours a day, seven days a week. I genuinely enjoyed the work. In your terms, I felt a strong sense of belonging to the role, to the company, and to my clients. The pay wasn't anything special, even under industry standards. But I was so motivated and invested in the work. Then something changed. My boss left.

My clients recognized it, and I was working incredibly hard, 12 to 14 hours a day, seven days a week. I genuinely enjoyed the work. In your terms, I felt a strong sense of belonging to the role, to the company, and to my clients. The pay wasn't anything special, even under industry standards. But I was so motivated and invested in the work. Then something changed. My boss left.