Belonging In The Workplace Quotes

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People will typically be more enthusiastic where they feel a sense of belonging and see themselves as part of a community than they will in a workplace in which each person is left to his own devices
Alfie Kohn (Punished by Rewards: The Trouble with Gold Stars, Incentive Plans, A's, Praise and Other Bribes)
America touts itself as the land of the free, but the number one freedom that you and I have is the freedom to enter into a subservient role in the workplace. Once you exercise this freedom you’ve lost all control over what you do, what is produced, and how it is produced. And in the end, the product doesn’t belong to you. The only way you can avoid bosses and jobs is if you don’t care about making a living. Which leads to the second freedom: the freedom to starve.
Tom Morello
Maybe it wasn’t rational, but she didn’t like the idea of Leo invading her little world. Yesterday, Brooklyn had belonged to her. The Long Island ’burbs where she’d grown up had felt far away from the brick streets and renovated factory spaces of Brooklyn. In this job, she’d felt truly independent, putting down her own fragile roots in a new place. Fast forward twenty-four hours, and her daddy had joined the workplace and her ex-boyfriend had shown up to remind her of all that she’d lost. Really, a girl could be forgiven for feeling slightly hysterical. Not that there was any time to panic.
Sarina Bowen (Rookie Move (Brooklyn Bruisers, #1))
The problem is that the pressure to disprove a stereotype changes what you are about in a situation. It gives you an additional task. In addition to learning new skills, knowledge, and ways of thinking in a schooling situation, or in addition to trying to perform well in a workplace like the women in the high-tech firms, you are also trying to slay a ghost in the room, the negative stereotype and its allegation about you and your group. You are multitasking, and because the stakes involved are high--survival and success versus failure in an area that is important to you--this multitasking is stressful and distracting. ...And when you realize that this stressful experience is probably a chronic feature of the stetting for you, it can be difficult for you to stay in the setting, to sustain your motivation to succeed there. Disproving a stereotype is a Sisyphean task; something you have to do over and over again as long as your are in the domain where the stereotype applies. Jeff seemed to feel this way about Berkeley, that he couldn't find a place there where he could be seen as belonging. When men drop out of quantitative majors in college, it is usually because they have bad grades. But when women drop out of quantitative majors in college it usually has nothing to do with their grades. The culprit, in their case, is not their quantitative skills but, more likely, the prospect of living a significant portion of their lives in a domain where they may forever have to prove themselves--and with the chronic stress that goes with that. This is not an argument against trying hard, or against choosing the stressful path. There is no development without effort; and there is seldom great achievement, or boundary breaking, without stress. And to the benefit of us all, many people have stood up to these pressures...The focus here, instead, is on what has to be gotten out of he way to make these playing fields mere level. People experiencing stereotype threat are already trying hard. They're identified with their performance. They have motivation. It's the extra ghost slaying that is in their way.
Claude M. Steele (Whistling Vivaldi: And Other Clues to How Stereotypes Affect Us (Issues of Our Time))
It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; . . . who at the best knows, in the end, the triumph of high achievement, and who at worst, if he fails, at least fails while daring greatly.” —Theodore Roosevelt
Carolyn Swora (Rules of Engagement: Building a Workplace Culture to Thrive in an Uncertain World)
That’s why it’s crucial for us to learn to suffer well. Those who manage to grow through adversity do so by leaning on the pillars of meaning—and afterward, those pillars are even stronger in their lives. Some go even further. Having witnessed the power of belonging, purpose, storytelling, and transcendence in their own lives, they’re working to bring these wellsprings of meaning into their schools, workplaces, and neighborhoods—and, ultimately, they’re hoping to make a change in our society at large. It is to these cultures of meaning that we now turn.
Emily Esfahani Smith (The Power of Meaning: Finding Fulfillment in a World Obsessed with Happiness)
The sense of loss these women express is a yearning for the feminine, a longing for a sense of home within their own bodies and community. Most women today have spent their early and mid-adulthood developing and fine-tuning qualities that have always been considered masculine, including skills in logical, direct linear thinking, analyzing, and setting short-range goals. Women who brought emotions into the workplace were quickly told they did not belong there. Although many companies are now training upper management in a more feminine or “Beta-style” mode of leadership, which values feelings, intuition, and relationship, many women complain of undervaluing the feminine part of themselves.
Maureen Murdock (The Heroine's Journey: Woman's Quest for Wholeness)
I’ve learned that there’s a lot of good intention out there when we say “diversity and inclusion,” but our societies and workplaces often operate on the principle that if we mean well, then even the worst of behaviors can be excused. It’s why most well-meaning people get so defensive when you call them discriminatory. There are few phrases that would get someone more angry than if you called their behavior racist or misogynist. Many people will retort with some version of, “But I don’t see color” or “I didn’t say that because you’re a woman.
Ruchika Tulshyan (Inclusion on Purpose: An Intersectional Approach to Creating a Culture of Belonging at Work)
In framing silence as an unethical choice, Dalio is taking a more extreme stance than I have adopted. But it's worth reflecting on this idea, which to me implies that you owe your colleagues the expression of your opinion or ideas; in a sense, those ideas belong to the collective enterprise, and you therefore don't have the right to hoard them.
Amy C. Edmondson (The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth)
Walton delivered a simple message: If you feel like you don’t belong, you aren’t alone. Most people feel that way in a new environment. Over time, this will change. Walton selected social belonging as his focus because he knew that the sense of not belonging—at school, at a workplace, or in any community that matters to you—is widespread. However, few people express it openly. Most people think they are the only ones who feel like they don’t fit in.
Kelly McGonigal (The Upside of Stress: Why Stress Is Good for You, and How to Get Good at It)
For starters, we need to
Patrice Gordon (Reverse Mentoring: Removing Barriers and Building Belonging in the Workplace)
One day, fate reached over and shook my personal snow globe, flipping my life upside down.” I shrugged. “I went from a career that was on track, a boyfriend who I thought was total husband material, and a past that was neatly tucked away where it belonged...to this.” I glanced around the room, laughing bitterly. “Jobless, single, hitching rides with strangers. And a past that is now the only future I have.” I laughed, but there was no humor in it. “Sometimes fate is a little bitch.
Evie James (Christmas Cancellation)
Another source of stress and disappointment is the expectation that the workplace is an extended family. People want their jobs to provide a sense of belonging, to feel they’re taken care of, to bond with colleagues. But they’re looking for things the company can’t supply. They should keep the company role in perspective. The first expectation to kill is that big families are fun and supportive. Romantic, but untrue. Anyone with a big family can tell you there are always people they don’t like among their own relatives.
Ricardo Semler (The Seven-Day Weekend: Changing the Way Work Works)
The second error is the assumption that business or the work environment is the only tribal affiliation people have. By sheer proximity, the workplace tribe may seem to dwarf all the others, but anyone who works at home will find they actually belong to four or five major tribes—starting with the family and extending outward to the neighborhood, the garden club, library volunteers, church, and the like.
Ricardo Semler (The Seven-Day Weekend: Changing the Way Work Works)
Father, in the name of Jesus I come to You repenting of giving in to feelings of fear, heeding the voice of fear, or otherwise cooperating with fear’s assignment against my destiny. Thank You for forgiving me and strengthening me to stand against this spirit in all truth and resisting fear’s lies. I command fear to loose my thoughts. I rebuke the spirit of fear that is working to entrap me, steal my faith, rob my peace, and otherwise riddle me with anxiety, in Christ’s name. I thank You that I have been redeemed from the curse of the law—and the curse of fear. Give me a greater revelation of Your perfect love that casts out all fear so I can withstand fear’s attacks in the evil day. Thank You that You translated me out of fear’s dark grip and into the marvelous light of Your liberty. I stake a claim on what belongs to me in the Spirit even now. I declare that You have not given me a spirit of fear but of power, love, and a sound mind. I command fear to leave my family, my home, and my workplace. I proclaim that fear runs from me. I choose faith, trust, and love. I fear and trust the Lord only, in the name of the Christ. Amen.
Jennifer LeClaire (The Spiritual Warfare Battle Plan: Unmasking 15 Harassing Demons That Want to Destroy Your Life)
Work Takes On New Meaning In addition, according to Hunnicutt, during the last half century we’ve begun to lose the fabric of family, culture, and community that give meaning to life outside the workplace. The traditional rituals, the socializing, and the simple pleasure of one another’s company all provided structure for nonwork time, affording people a sense of purpose and belonging. Without this experience of being part of a people and a place, leisure leads more often to loneliness and boredom. Because life outside the workplace has lost vitality and meaning, work has ceased being a means to an end and become an end in itself. Hunnicutt notes: Meaning, justification, purpose, and even salvation were now sought in work, without a necessary reference to any traditional philosophic or theological structure. Men and women were answering the old religious questions in new ways, and the answers were more and more in terms of work, career, occupation, and professions.8 Arlie Hochschild, in her 2001 book, The Time Bind, says that families now have three jobs—work, home, and repair of relationships damaged by ever more time at the office. Even corporations with “family-friendly” policies subtly reward people who spend more time at work (whether they are more productive or not). Some offices are even getting more comfortable, while homes are more hectic, inducing a guilty desire to spend more time working because it’s more restful!9 The final piece of the puzzle snaps into place when we look at the shift in the religious attitude toward work that came with the rise of the Protestant ethic. Before that time, work was profane and religion was sacred. Afterward, work was seen as the arena where you worked out your salvation—and the evidence of a successful religious life was a successful financial life. So here we are in the twenty-first century. Our paid employment has taken on myriad roles. Our jobs now serve the function that traditionally belonged to religion: They are the place where we seek answers to the perennial questions “Who am I?” and “Why am I here?” and “What’s it all for?” They also serve the function of families, giving answers to the questions “Who are my people?” and “Where do I belong?
Vicki Robin (Your Money or Your Life)
You will spend 90,000 hours of your life working. That’s more than you will spend doing anything else except sleeping. And you know you owe it to yourself to make those hours the most meaningful that they can possibly be. You know you can’t resign yourself to a listless job. You don’t want to spend your one life grinding out work you care little about, a sad office-humor cliché. You’re here because you want more out of your career, even as you’re facing a stupid-tight and ever-shifting job market, nagging self-doubt, the challenges of rampant sexism and racism in the workplace, a persistent wage gap (particularly for women of color), a lack of precedent for female leadership in most careers, a lack of mentors, and mansplaining men everywhere you look. You’re here because you’re tired of feeling quite so delicate, one professional rejection away from emotional cataclysm, a floor puddle of Chunky Monkey and Netflix. Because you want to get stronger and more sure-footed. Because you don’t want to be tripped up by small things like what to say in an e-mail, and big ones like how to ask for a raise. Because you don’t yet know when you need to stand up for yourself and when you definitely don’t need to stand up for yourself. You’re here because you haven’t realized yet that you’re not alone, that even your heroes think they are impostors, that we all think we don’t deserve to be here, we all believe, despite overwhelming evidence to the contrary, that we are irrelevant, incompetent trash people, and soon THEY ARE ALL GOING TO KNOW. You are here because no matter how nasty the self-talk and shitty programming that’s intermittently popping off in your brain, the voices that tell you you’re lazy, untalented, the worst, you need to find empathy for yourself, you need someone to tell you how you are feeling is normal. That you belong. That you CAN do this. Because you can.
Jennifer Romolini (Weird in a World That's Not: A Career Guide for Misfits, F*ckups, and Failures)
Another way to foster a sense of belonging for employees is to form teams that are encouraged to engage in collective problem-solving. This affords regular opportunities for all members of the teams to express their views and contribute their talents. But leaders of these teams should establish the norm that colleagues treat each other with respect, making room for everyone in discussions and listening thoughtfully to one another. As we saw with high-status students leading the way in establishing an antibullying norm in schools, managers, as the highest-status member of a team, can set powerful norms. A key goal is foster what leadership scholar Amy Edmonson calls psychological safety, which she describes as "the belief that the environment is safe for interpersonal risk taking. People feel able to speak up when needed--with relevant ideas, questions, or concerns--without being shut down in a gratuitous way. Psychological safety is present when colleagues trust and respect each other and feel able, even obligated, to be candid." No matter how ingenious or talented individual team members are, if the climate does not foster the psychological safety people need to express themselves, they are likely to hold back on valuable input.
Geoffrey L Cohen (Belonging: The Science of Creating Connection and Bridging Divides - Library Edition)
We cannot oversimplify what it means to be included by talking about belonging as an emotional experience. It’s nice when people are kind to you. It’s even nicer when they respect and value your contributions in tangible ways. In fact, 75 percent of Black women and 65 percent of Latina women view themselves as very ambitious toward their careers, with 40 percent of Black women hoping to make it to a management position within the next five years, according to CNBC and SurveyMonkey’s Women at Work survey released in early 2020. Despite this clear desire to advance, they face seemingly insurmountable odds. For every one hundred men promoted to manager, only sixty Black women and sixty-eight Latina women are promoted.15 Achievement is a completely natural career driver and should be elevated above the idea of belonging if leaders want employees to give them credit for their equity initiatives.
Tara Jaye Frank (The Waymakers: Clearing the Path to Workplace Equity with Competence and Confidence)
People need to see that the gospel belongs in their workplace, their kitchen, their school, their bedroom, their backyard, and their van. They need to see the way the gospel makes a connection between what they are doing and what God is doing.
Timothy S. Lane (How People Change)
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