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Photo by Scott Webb on Unsplash

What is for you the definition of “home”? And what about the definition of “house”?

In my mother tongue, by definition, there is no difference, or it is minimum between both terms. The Royal Spanish Academy (RAE) does not make any distinction between the definition of “house” and “home”; something like “building to inhabit”.

“My home…It is my retreat and resting place from wars, I try to keep this corner as a haven against the tempest outside, as I do another corner in my soul. – Michel de Montaigne”

In my head, house and home are totally different things; while “house” refers to “physical space”, “home” is “something much more intimate and personal”.

What feelings does the term “home” imply?

  • It is the place where you find yourself, where you can be yourself,
  • Represents your values, principles, and vital objectives, in addition to pushing you to live and carry them out,
  • Offers security and, at the same time, total freedom; it is a source of comfort and tranquility,
  • Represents your tastes, style, and personality and,
  • It is the basis that sustains the family and allows establishing effective ties

Have you ever felt that your “house” was not your “home”?

“Home is where the heart is” – John green

What happens if we transfer this feeling to the Organizations? We could probably be talking about the sense of belonging (#belongingatwork), Don’t you think?

Belonging is a strong and unavoidable feeling that exists inhuman nature. People have an “inherent” desire to belong and be an important part of something bigger than ourselves.

The study “The value of belonging at Work” carried out by @BetterUp concludes that: “a high sense of belonging is linked to a 56% increase in job performance, a 50% reduction in turnover and a 75% reduction in sick leave due to disease.

“For an Organization of 10,000 people, a high sense of belonging would translate into annual savings of more than $ 52M” – BetterUp

Stand up and read it well again … With the times we all are living; Is there any organization that can afford to have a low sense of belonging in its employees?

There is no doubt, Right?

Without leaving aside the feelings associated with the term “home”, let’s see how we can raise the sense of belonging in our Organizations:

  • Provide a common purpose and values ​​to your Organization, communicate them, and make sure that your employees live and feel them regularly in their daily work.
  • Generates an inclusive work environment, where employees feel respected and treated equally,
  • Fosters a leadership style that promotes the values ​​of fairness and respect, creating a “safe” environment where employees can be themselves.
  • Develops the employees in such a way that they see how their natural talents make a significant difference to the Organization,
  • Listen to your employees; creates moments to know their opinions, proposals for improvement and possible complaints.
  • Creates spaces and moments where employees can cultivate relationships with their colleagues; not only among those of the same team, but also in a transversal way with the rest of the organization,
  • Establish recognition programs to thank your employees for their efforts and the job well done, as well establish programs to continuously and regularly improve feedback.

“Home isn’t a place, it´s a feeling” – Cecelia Ahern

Cultivating the sense of belonging in Organizations involves allowing each person to be what they really are and not feel like a different person than they are at home.

You dare?

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