Hope, purpose, and belonging are three important drivers of well-being for individuals and organizations alike. These feelings are all related and form some of the foundational qualities that make us human.

In a special Art & Science of Health Promotion Conference interview webcast, “The Future of Us: Generational Perspectives on Hope, Purpose and Belonging,” Victor J. Strecher, Ph.D., M.P.H., discusses the ways in which feelings of hope, purpose, and belonging, all working in tandem, can show us the pathways toward improving well-being for employees.

Three Important Drivers of Well-Being

Purpose is intrinsically tied to social connection for most of us, even if we are unaware of it. The fact is humans are social animals; social connection is critical for our well-being. The relationship between purpose and social connection works in the inverse, too—Those with a strong purpose tend to be more socially connected and feel a stronger sense of belonging. At the end of the day, what matters most to us as a species are people, rather than objects. Social connections are an intrinsic part of our purpose as human beings. Dr. Strecher used the example of ancient cave drawings to illustrate this phenomenon (after all, our brains haven’t changed all that much over time). Many of these drawings depict groups of people hunting large, dangerous animals. This task required many individuals to work together for a shared purpose (food and survival). Working together to complete the task successfully required social connection—It was survival of the most social.

This is where belonging comes in. Social connection is quantifiable; you can literally count the number of social connections you have. Belonging is the qualitative dimension of social connection—It reflects how we feel within these relationships. When we belong, we feel our life has meaning and that we are creating something bigger than its parts. With the cave drawing example, we see not only the link between purpose and social connection but also belonging. Why did early humans hunt large animals in groups instead of separating and hunting smaller animals individually? Smaller animals only kept each person fed for a short time, whereas working in a group allowed people to hunt larger animals, yielding more food and increasing long-term survival. Conscious decisions were made to form a community for these purposes. We evolved as people who needed to belong to survive.

Hope may seem more nebulous than purpose or belonging, but it is, in fact, a result of both these conditions. Dr. Strecher presents the concept of pathway thinking when working toward a goal, which is, in a nutshell, the idea of “here is how we will do it.” To create plans for the future and to have the drive to accomplish a set goal, one needs to feel they have control over their own outcomes. They also need to feel supported by others and believe they can accomplish their goals. Pairing a goal or purpose with pathway thinking—which requires self-efficacy and support—is what gives us hope for the future.

Why It Matters

Hope, purpose, and belonging are clearly important for human development, but why are they so important in today’s workplaces? A majority of people spend most of their waking hours at work. A sense of purpose and belonging is absolutely essential for well-being at work. We want to be around people with purpose and vision, just as we desire a sense of belonging. A person may have many social connections, but do they truly feel like they belong? Reciprocity is key here (think: quantity vs. quality of relationships). For organizations, belonging is among the biggest predictors of an employee staying in a job. As for hope, let’s face it: We are in a time where anxiety, depression, and suicide rates are high. It seems like we are losing hope. It is necessary, now more than ever, for wellness leaders to do what they do best and exemplify pathways toward hope, purpose and belonging.

Practical Application

There are many ways to apply research on these three important drivers of well-being in the workplace, but unfortunately, there is no one-size-fits-all solution. Each organization is different. Dr. Strecher recommends first collecting data to understand what is going on within the organization and using this insight to determine core needs that fit within the organization’s bottom-line agenda. From there, one can find pain points and discuss the best approaches.

Of course, every organization needs to balance ideals of low cost with maximum reach and efficacy. You can use the best tools possible, but many other elements play into getting the ideal connection with employees. Strong leadership and behavior modeling are necessary for this to be accomplished. Ultimately, everyone wants to connect and share their story of purpose, hope, and belonging—They just need to be given the opportunity, space, and mechanisms to do so.

Resources

Attend Dr. Victor Strecher’s keynote session at the 35th Annual Art & Science of Health Promotion Conference and visit kumanu.com to learn more.

The Wellness Alliance in partnership with the International Foundation of Employee Benefit Plans presents the 35th Annual Art & Science of Health Promotion Conference, March 31-April 4, in Scottsdale, Arizona.