We humans have an instinctual desire to belong within a group.
So in the workplace, a sense of belonging isn’t just a soft, touchy-feely desire. It’s a fundamental human need.
Work can get tough — but when we feel valued, connected, and safe to share our thoughts, we are significantly more equipped to excel amidst challenges.
The value of belonging in the workplace may not be super apparent, but it greatly impacts your organization.
Without a sense of belonging, employees can easily become less engaged, less productive, and far more likely to leave the organization.
On the other hand, creating a sense of belonging can be one of the highest-ROI investments you can make.
What is Workplace Belonging, Really?
Workplace belonging is about feeling cared for, accepted, and safe to share opinions and be authentic.
At the end of the day, belonging is a feeling. But since we study the science of human performance, we know that there’s a proven science behind belonging. You can trace research into the building blocks of belonging back to 1986.
In order to feel a true sense of belonging, your team members need to have the four key elements of community:
- Influence. The sense that they matter to the group, and the group matters to them.
- Mutual benefit. The feeling that they will benefit from being in the group, and that their needs will be met through their membership.
- Shared emotional connection. The understanding that they have shared, and will share, meaningful experiences with the group.
- Psychological safety. The security to share ideas, questions, and concerns without fear of punishment — including subtle consequences like being scrutinized, excluded from conversations, and passed up for promotions. (This is a big one. See our mini guide on psychological safety.)
Why Does Workplace Belonging Matter?
Whether your employees work in-person, hybrid, or fully remote, they all have a fundamental need for belonging. And meeting that need creates massive ROI.
Belonging improves engagement — and compared to companies with low engagement, high-engagement organizations have:
- 23% higher profitability
- 18% higher sales
- 78% lower absenteeism
- 10% higher customer loyalty
Put simply: When your employees feel like they belong, they’re far more likely to go the extra mile, feel healthy and engaged, and stay loyal to the company. Improving belonging at your organization sets your workforce up for sustainable success.
And yet, 75% of employees have felt excluded at work. Chances are, your organization’s level of belonging is probably worse than you think it is.
On the bright side, that also means that you have a huge opportunity to improve your employees’ experience — and attract top talent from organizations that don’t care as much about investing in belonging.
How to Improve Workplace Belonging
Creating a culture of belonging isn’t some complex puzzle. At its core, belonging is built on intention, care, and communication.
When consistently applied, these simple yet powerful principles foster an environment where individuals feel valued, respected, and integral to the team’s success.
To break it down, here are some actionable ways you can practice that intention, care, and communication:
Show Appreciation
Celebrating your team members’ skills and contributions is a simple, but incredibly impactful way to help them feel like they belong. Appreciation is powerful.
Take Ownership
Look in the mirror at how you currently contribute (or don’t contribute) to belonging within your organization. Reflect on how you relate to your teammates and the broader organization. Self-awareness and accountability are key.
Care for Your Team’s Well-Being
Well-being is a prerequisite to belonging.
If your teammates are burnt out with back-to-back meetings and urgent deadlines, they won’t feel like they truly belong. Caring for them as humans first and employees second is key.
Communicating the importance of belonging, inviting feedback, and investing in team-building experiences can make a huge impact on engagement — and therefore your company’s bottom line.
Listen Up
This is an opportunity to really listen to your employees. Don't listen just to have the best answer or rebuttal.
Remember, the goal is to understand. Create time to connect and listen in a meaningful way.
Partner With Your Team
Regularly ask your teammates for feedback. Don’t take potential improvements as criticisms — just listen with genuine curiosity.
Invite all perspectives, then brainstorm as a team on how to create more belonging.
Encourage Authenticity
Help people feel safe and confident to share their true perspectives. When no one is offering a dissenting opinion, ask explicitly for it.
Show a genuine interest in your team members’ lives beyond work. Being able to show up in full authenticity is a massive cornerstone of belonging.
Create Meaning
Purpose and shared responsibility are key to belonging. Keep your teammates grounded in the “why” behind your team’s mission and goals.
Help them understand how their actions contribute to meaningful outcomes.
Lead by Example
Just like any other important change, the best way to build belonging at your workplace is to be the change you want to see.
Be vulnerable, encourage healthy disagreement, and make a conscious effort to include people in conversations.
How to Measure Workplace Belonging
Your organization’s level of belonging is a fantastic indicator of overall company health.
But as you know, it’s hard to improve what you can’t measure. It’s essential to measure your workforce’s belonging to…
- Understand your organization’s starting point
- Prove the impact of your investments in workplace belonging
Now you may be thinking, “Okay, I get why workplace belonging (and measuring it) is important. But how do we measure such an intangible thing?”
The good news: All you really have to do is ask your employees a few simple questions.
In a survey (or as part of your regular pulse surveys), ask the following about belonging :
On a scale of 1 (low) to 7 (high), how much do you agree with each of the below statements?
- I feel accepted by my organization.
- I receive good support from my organization.
- I feel a sense of belonging in my organization.
- I feel like I fit in well in my organization.
Use this scale to score each response:
1 = disagree strongly
2 = disagree
3 = disagree slightly
4 = neither agree nor disagree
5 = agree slightly
6 = agree
7 = agree strongly
To get an overall workplace belonging score, average the responses from each individual for each question. Aim for an average score of 5 or higher.
Send out these questions on a quarterly basis. Also, consider collecting responses at the beginning and end of short-term experiences, such as new belonging initiatives and offsite retreats.
The Next Step
At this point, you know why belonging matters, how to build it at your workplace, and how to measure it.
Remember: the most important thing is to lead and listen with intention, care, and genuine curiosity. When people feel they belong, the whole organization thrives.
Want some help getting started?
Look into Exos' employer offerings to help your team take the next step in both belonging and performance.
