What Does Belonging at Work Really Mean?

I’m working with a client going through a MAJOR culture transformation. As with most transformations, they are at a point where they have some very senior employees as they are bringing in many new employees. Let’s just say that the newer employees don’t always look like the more senior employees. Believe it or not, that creates a rub. 

As organizations grow, their culture will naturally shift. It is the role of leadership (and members of the culture who want to stay in the culture!) to create a culture where employees, both old and new, feel like they truly belong. In a culture that values belonging, employees become engaged, motivated and committed to their work. This emotional connection drives performance, innovation, and retention, making it a competitive advantage in attracting and keeping top talent.  

Belonging Starts with Authenticity

When new people look different, they often behave differently and have different customs—from the food they eat to the way they speak. Belonging is more than making them feel like they are part of the company. It is about creating a culture where all employees, both old and new, feel respected and valued as part of a team or the community. When all employees can show up authentically, without fear of judgment, exclusion or isolation, they give more time, energy and effort. This culture of authenticity creates the trust necessary for psychological safety, the cornerstone of all high-performing teams.  

At my client organization, the more senior employees are uncomfortable with the newer employees. What they see, they don’t understand. My role is to help them understand they are experiencing resistance to loss—specifically, loss of what is more comfortable and familiar. Resistance to loss often inhibits a culture of belonging. It also creates high turnover among new employees and low performance across the culture. 

The Benefits of Creating Belonging

Organizations that cultivate a strong sense of belonging among employees reap tangible benefits. Belonging at work was linked to a 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in use of sick days. Employees with a strong sense of belonging report higher job satisfaction and stronger relationships with colleagues, which fosters a more collaborative and resilient culture.

These are the positive results that come from establishing psychological safety. Belonging supports psychological safety.  Only employees who feel they belong are willing to take and share risk, a necessary condition for creativity and innovation. It is precisely these new employees who look and behave differently who bring different experiences and perspectives. They won’t speak out, take risks, share ideas, and suggest and create things that others haven’t considered before unless they feel a sense of belonging. When this doesn’t happen, as with my current client, we see quick turnover of new employees, an emboldening of older employees and stagnation in new solutions and creativity.

How to Promote Belonging in Your Organization

Creating a sense of belonging requires effort at all levels of an organization, particularly from leadership. Culture starts at the top of an organization. Managers and executives set the tone for workplace culture through their actions, decisions, and communication styles.

To promote belonging, leaders should:

• Listen actively to employee concerns and feedback.
• Recognize contributions from all team members, regardless of seniority or role.
• Praise inclusive practices in meetings, decision-making and team building.
• Encourage authenticity by supporting diverse thoughts, identities and perspectives.
• Invest in growth that reflects each employee’s unique strengths and goals.
• Express gratitude for behaviors that foster a culture of belonging.

Regular check-ins, mentoring programs and employee resource groups can also help build community and strengthen connections across teams.

Cultivating a culture of belonging is a vital part of building a thriving organization. When employees feel seen, heard and valued, they don’t just show up—they engage, innovate, and grow. For businesses seeking success in today’s fast-changing world, prioritizing belonging is the closest thing to a sure bet that you’ll find.  

I’d love to hear your questions and comments. If you would like to discuss this topic further, just drop me a note.