May 24, 2022 | Laboratory and experiment

The feeling of belonging, why, for whom?

Setting new benchmarks

By talking so much about the search for meaning, some people would almost feel abnormal not to have their crisis. In the relationship with the company, the feeling of belonging, the sharing of common values, identification, pride, contribution. Is this a universal need for fulfilling work or a necessity to re-establish common reference points?

In this HR Stay Tuned podcast with Amélie, we explore the feeling of belonging, the need to contribute, the changes in space/time, the disruptions in the relationship between companies and employees.

An unpretentious exchange of ideas.


If I’m not looking for meaning, is that normal?

Some find their motivation in earning a living, others in the love of a job well done, and still others in a thirst for learning and personal growth. When the importance of meaning is on everyone’s lips, is it absolutely essential to find an answer to the question of meaning in order to flourish at work? We see the traditional patterns of relationships between employees and companies breaking down: younger and more mature generations are developing their freelance activities, contributing without committing to a long-term relationship. Some are launching their own projects, in line with their personal aspirations. Many ask to work remotely, advocating focus and efficiency. While others impose a strict work-life separation to preserve their well-being.

These trends are driven by the underlying values of autonomy, entrepreneurial spirit and well-being.

At the same time, teamwork, diversity and the power of the collective have never been so highly valued in projects requiring creativity and innovation. Working collectively to achieve a common ambition is a driving force for many employees, driven by the pleasure of relationships, the feeling of contributing, and the desire to have an impact.

In search of new benchmarks within companies

In the wake of the COVID crisis, departures, long-term illnesses, difficulties in recreating a team dynamic and giving meaning to work: companies are reviewing their copy. They are looking for a winning formula. In response to the search for meaning, the current trend is to re-establish reference points by focusing on the purpose and values in order to attract talent with a long-term commitment.

We are simply witnessing a rebalancing of the company/employee relationship. The contractual link and the relationship of power or sometimes even paternalism that used to unite the company and its employee are breaking down. To seduce their employees into a lasting relationship, companies are moving more towards an emotional bond. A real headache when informal moments of relationship are rare.

On the one hand, recreating a sense of belonging through shared values and a common project. On the other hand, to allow each collective to define the space/time formula adapted to the shared project while respecting individual needs. This is the equation that every company tries to answer.

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