As social beings, we are hardwired to seek and satisfy our most fundamental need, a sense of belonging. Sense of belonging refers to feeling oneself as socially connected, respected, included, and important to others. It’s a basic human motivation that, when satisfied, can lead to a range of positive outcomes. In my own research, I have found that belonging takes on particular significance for people as they navigate new environments, whether at home, school, or work. Furthermore, feeling excluded or isolated stimulates the same parts of our brain as physical pain and discomfort. Thus, belonging can act as a buffer against loneliness, depression, and suicidal ideation.
In work settings, leaders can foster a culture of belonging by treating all people like the amazing humans they are. This means embracing human connections, celebrating colleagues’ successes, and championing them even through challenges. This starts by recognizing the importance of workplace belonging and finding effective ways to boost it for everyone.
1. Recognize It
A workplace where people feel that they can bring their whole, authentic selves to work has a major impact on engagement, performance, and productivity. Employees in such environments are more likely to take risks, create, imagine, be candid during performance conversations, and trust that when they ask for support their managers will offer it without judgment.
A workplace where people feel that they can bring their whole, authentic selves to work has a major impact on engagement, performance, and productivity.
In addition, they’ll be more comfortable talking about mental health issues, advocating for themselves in the workplace, and speaking up when a manager or co-worker is unfair, unclear, or biased. They’re also more apt to share their ideas and perspectives about the business, helping drive innovation. Conditions that foster belonging create a ‘safe zone’ where one can speak up, share ideas, and offer feedback without fear of being treated like a stereotype, threat, or traitor.
Co-creating open, judgment-free environments requires empathetic leadership that’s committed to making sure all employees are invited to the party. That means prioritizing opportunities for connection (anything from team pizza parties to formal mentorship programs), reducing belonging uncertainty by affirming people’s ‘place and space’ on the team, and valuing all aspects of identity in the workplace. It’s only when all voices are heard — from the most senior to the newcomer — that we can say an organization is truly inclusive. To be sure, workplace belonging is important and crucial to our ‘bottom line’ in business but it won’t happen automatically. We must take proactive steps to boost it.
2. Boost It
Belonging on a team is a critical part of workplace health that drives team success. Without a sense of belonging, people can feel demoralized, disengaged, and disconnected. This can lead to high work-related stress, burnout, and employee turnover, which disrupts team dynamics and imposes significant costs in rehiring and training. In fact, a recent report indicates that loneliness-driven, stress-related absenteeism costs companies more than $154 billion annually.
It’s vital that managers take steps to acknowledge the importance of workplace belonging, build conditions for it, and boost belonging through promising practices. In recent keynote lectures and corporate trainings, I have shared that these might include a range of efforts, anything from routine check-ins, staff awards, and one-time bonuses to employee resource groups (ERGs), professional development (i.e., investment in one’s team), and wellness initiatives, to name a few. More information is available on that topic here.
When employees are encouraged to bring their whole selves to work, they can contribute more fully and freely. It’s about creating a sense of psychological safety where employees are able to speak up, ask for help, and learn new things, in keeping with the Surgeon General’s workplace essentials. This goes beyond the rhetoric of diversity and inclusion; it is the cornerstone of a great culture. Studies show that when a company cultivates sense of belonging, it increases job performance by 56%, slashes turnover risks, and decreases absenteeism by 75%. This is why a focus on belonging is becoming increasingly important for businesses that make it a top priority.
3. Make It a Priority
The importance of workplace belonging is becoming more widely recognized. In fact, some experts see it as the “missing element” of diversity, equity, and inclusion (DEI).
Creating a sense of belonging in the workplace can help business leaders cultivate a positive and inclusive organizational culture that is attractive to prospective talent and customers. A strong sense of belonging is the key to attracting and retaining employees, increasing engagement and productivity, boosting morale, decreasing turnover risk, and reinforcing loyalty.
Another way to promote a sense of belonging is to encourage open communication and provide opportunities for feedback. Making a practice of acknowledging colleagues’ contributions, celebrating their successes, and supporting them through challenges fosters belonging at work. Finally, it is important to be transparent about the work that goes into making decisions and to regularly ask for advice from your team members, demonstrating that their input is valued. Ultimately, it is important to recognize that everyone has different needs and that fostering a sense of belonging is a continuous journey. No matter where you are, it’s a journey worth taking.