Most leaders think of belonging as something that belongs in the HR department, rather than as a function under the vision, direction, and responsibility of CEOs.
Belonging is a critical aspect of employee job satisfaction, commitment, and effort—but more importantly, it’s the single strongest predictor of these outcomes alongside employee perceptions of organizational culture and strategy. Think of belonging as the foundation of organizational performance and employee engagement.
Yet leaders often focus on traditional or historically measured business problems, ignoring its importance. Numerous studies have shown that while measuring affinity is valuable, it won’t drive organizational performance and outcomes the way belonging does. Interestingly, and contrary to conventional wisdom, belonging has a greater impact on employee retention than compensation, the latter being only a temporary fix. Belonging is deeper and longer lasting, creating a constant motivation for employees to stay; people will leave their jobs if they feel they don’t belong or aren’t considered. Belonging creates a workplace where people feel included, accepted, safe, and valued. This is not something nice-to-have—it’s indispensable.
Leaders must create community and rebuild the foundation on which meaningful and authentic relationships can rest. This requires an intentional shift of focus, clearing a path toward understanding, acceptance, generosity, and goodwill. This is a human issue—and one that will define the workplace for generations to come.
To help leaders at all levels create the space needed for belonging, here are five key principles. These are the things leaders of any organization should consider when building a sense of belonging in their company.
Rules for Creating a Sense of Belonging
1. Eliminate the Feeling of “Not Belonging”
Despite advances in diversity, equity, and inclusion, many employees still feel like outsiders at work. This leads them to hold back their engagement, reducing both focus and performance.
It’s important to build a workplace culture where everyone feels noticed and valued. Show concern for all employees and provide regular opportunities for one-on-one or all-hands meetings.
2. Involve Everyone
Motivate everyone to appreciate and value each other’s unique contributions, to look out for one another, to advocate for every voice to be heard, and to actively invest in the growth and development of their colleagues.
3. Demonstrate Through Benefits and Initiatives
Benefits like flexible work hours or emotional wellness programs show employees that you care about their needs both inside and outside of work. These gestures of appreciation will strengthen belonging across all areas of your business and among teammates.
Providing benefits and initiatives that honor employees’ unique contributions is highly effective for creating cultures of belonging, as it shows that business success is directly tied to employees feeling accepted and valued.
4. Have Career Path Conversations With Each Team Member
It’s natural to feel uneasy about having career discussions with team members, fearing that opening that door could lead to requests you can’t fulfill.
Maybe you’re simply unsure what to say or how to start. But whatever holds you back, having these conversations is better than avoiding them altogether. Your team members already have ideas about their career paths, so it’s better that you’re aware of their needs and aspirations.
Simply engaging in these talks shows that you care about their future and that you see a future for them in your company. You’ll also learn what matters most to your team so you can better focus your efforts on developing and retaining them.
5. Slow Down and Listen
If you’re constantly busy, your team members won’t feel comfortable interrupting you. That’s another reason to carve out calm space in your day to be available.
Sometimes you need to prioritize relationships over tasks. Remember: when employees feel they truly belong and that you care about them, they’ll complete tasks with greater performance. Building the habit of truly listening fosters trust and connection—which will directly translate into productivity and results.
Conclusion
One thing is clear: employees want to feel a sense of belonging at work—to know that their daily efforts really matter.
There are two ways to help your team members reach their goals: by pressuring them to complete every task, or by building trust and belonging that motivates them to progress within your business, raising their performance and going beyond just ticking boxes.
Creating belonging goes beyond making people feel comfortable at work—it’s about recognizing the human need to do meaningful things, to be recognized, and to feel like part of the company’s progress.