Take a moment and look at this table with marbles on it.
Do you see over 50 marbles or less than 50 marbles?
When it comes to engagement and building a Culture of Connection™, it actually doesn’t matter which answer you choose. The simple act of picking a number and potentially finding others who share your same answer taps into a fundamental human need that leaders are struggling to grasp: belonging.
Two months ago I was working with a group of leaders who were really struggling with this idea. After taking our Dance Floor Theory Engagement Quiz, they discovered that the majority of their people were Level 1.
For those of you unfamiliar with Level 1 Engagement according to DFT, these people are what you might call the first stage of awareness on the Engagement Pyramid. They’ve moved beyond the complete indifference of Neutrals and started paying attention to the dynamics of their team and organization. However, their involvement remains shallow, characterized by cautious observation and minimal action. While they’re beginning to be curious about opportunities within the organization, this curiosity hasn’t yet translated into meaningful effort or emotional investment.
The best way to engage Level 1 people is by building a connection between you and them. They need to start to feel a sense of belonging.
As part of my full day retreat with this Leadership Team, we took some time to talk about how we could better build a connection and sense of belonging with their Level 1 people. Some of their ideas included:
- Fireworks Friday
- Branded hoodies for everyone
- Hosting a monthly birthday party
- Build a mentor program
The team was convinced that they needed to do something big, something flashy, something that would knock everyone’s socks off. They were convinced that that’s what it took to create a sense of belonging and connectedness. I eventually had to cut them off when ideas involving skydiving and synchronized swimming showed up.
I told them that they were overthinking it.
Building a sense of belonging or connection doesn’t have to be a circus act. It’s about the small, everyday interactions that create what we call a Culture of Connection™.
This reminded me of a fascinating study by Henri Tajfel on the “minimal group paradigm.” Tajfel’s research showed that even arbitrary and meaningless groupings can trigger in-group favoritism and a sense of belonging.
In one experiment, participants were asked to estimate the number of dots on a screen similar to what you did with counting marbles on the table above. Then, they were randomly assigned to two groups, overestimators and underestimators, based on their estimate. Afterward, participants were given the opportunity to allocate rewards to other participants. Guess what? They consistently favored members of their own group, even though the groups were based on nothing more than a random assignment!
If everyone reading this post were in the same room and we ran the same experiment with the marbles on the table, the results would be the same. That’s because this study highlights a powerful truth: humans are wired for connection and belonging. We crave a sense of community, and even the smallest actions can create that feeling.
In the world of Dance Floor Theory, we call these small things “micro-actions.” Micro-actions are the subtle, everyday gestures that build connections and create a sense of belonging. They’re the smiles, the greetings, the quick check-ins, the small gestures of support that show people they are seen, valued, and part of the group.
Here are a few examples of micro-actions that leaders can take to build community:
- Greet people by name. It’s amazing how much a simple “Good morning, Randy.” can brighten someone’s day.
- Offer a helping hand. Even if it’s just holding the door open for someone or offering to grab them a coffee.
- Acknowledge people’s contributions. A quick “thank you” or “great job!” can go a long way. Especially considering 59% of employees report never having had a boss who “truly appreciates” them.
- Show genuine interest in others. Ask about their weekend, their family, or their hobbies.
- Create opportunities for connection. Organize a team lunch, a casual coffee break, or even a virtual happy hour.
These micro-actions might seem small, but they can have a big impact on creating a sense of community and belonging. They’re the building blocks of a strong and engaged team, organization, or community.
So, ditch the confetti cannons and focus on the small stuff. In fact, pull out your phone right now and text someone some gratitude. It’s the little things that make a big difference. Start by implementing one of these micro-actions today, and see the difference it makes in your team’s engagement and connection.
Remember, building a Culture of Connection™ isn’t about grand gestures; it’s about the consistent, everyday actions that show your people they belong.
