Amid daily business demands, it’s easy to overlook how employees truly feel. However, fostering a sense of belonging not only demonstrates value to your team, it also directly impacts engagement and productivity. There are plenty of ways to help people feel like they belong at work, and it all starts with great leadership.
This article offers actionable strategies to create belonging at work, from fostering inclusive practices to improving communication. Ready to learn how to build a team where employees feel valued and motivated? Read on.
Creating a culture of belonging at work
Building and reinforcing a sense of belonging at work ensures that everyone, regardless of their role or background, feels accepted and confident in their contributions.
“At our company, we’ve seen that belonging leads to higher retention and a culture where people support each other’s growth,” says Chris Sorensen, CEO of PhoneBurner. “It creates a positive ripple effect—people become more collaborative and committed to the company’s vision.”
Here’s how building belonging can make a difference to you, your team, and your organization:
- Better engagement: Employees who feel a sense of belonging are more engaged and committed to their work, leading to higher performance and greater job satisfaction.
- Higher retention rates: A connected and inclusive workplace can significantly reduce turnover. In fact, organizations with high levels of belonging see a 50% reduction in turnover risk, according to a 2019 study by BetterUp.
- Increased productivity: Teams with a strong sense of belonging collaborate more effectively, share ideas freely, and work together towards common goals, which ultimately boosts productivity.
- More positive team dynamics: Belonging fosters trust and openness within teams, improving communication and reducing conflicts, which leads to a more positive and cohesive work environment.
How to create belonging at work
When leaders implement strategies that build trust and inclusivity, it can boost team morale and engagement. Below are several practical approaches to take that will create an inclusive environment for your employees.
1. Implement inclusive onboarding
An inclusive onboarding process ensures that employees not only understand their roles but also feel welcomed into the company culture. Introduce them to key team members to foster early relationships, communicate the company’s core values and how they align with the new hire’s role to instill a sense of purpose, and assign a mentor or buddy for guidance and support during their transition. This system quickly integrates the new hire and builds the foundation for long-term belonging.
2. Encourage open communication
Create multiple avenues for employees to share their thoughts, whether through regular team meetings, one-on-ones, or anonymous feedback tools. Offer multiple channels for employees to feel heard, valued, and respected.
3. Recognize employee contributions
Recognition is a powerful motivator. Acknowledge employee efforts—whether through public praise, peer-to-peer recognition, or rewards programs—to reinforce their value within the team. Recognize both small wins and major achievements to foster a culture of appreciation and belonging.
Read this next: 18 Employee Recognition Ideas to Make Your Staff Feel Valued
4. Promote diverse leadership
A diverse leadership team is a strong signal that inclusivity is a priority at every level. Leaders from diverse backgrounds bring varied perspectives, enhancing innovation and decision-making. When employees see themselves represented in leadership, they feel more confident in their own opportunities for advancement.
5. Organize team-building activities
Team-building activities strengthen relationships by allowing employees to connect in informal settings. Incorporate fun outings, collaborative workshops, and/or casual virtual hangouts so that employees can bond and build trust beyond their work roles. This sense of camaraderie can lead to more effective teamwork.
Read this next: 22 Fun Team-Building Activities and Games to Try
6. Establish mentorship programs
Mentorship programs offer guidance and support to employees at various levels, helping them navigate their careers with confidence. A study by the Association for Talent Development (ATD) shows that organizations with mentoring programs experience higher employee engagement and retention rates. Assign mentors to build a support network and make employees feel more connected to the team.
7. Involve employees in decision-making
When team members have a voice in shaping projects, they feel a sense of ownership. So at your next opportunity, ask your direct reports (and/or others!) what they think about an ongoing project or current task. This inclusive approach will strengthen their connection to the team and boost engagement.
8. Support work-life balance
Support flexible work arrangements to show you care about employee well-being. “A healthier work-life balance shows that you care about employees as whole people, not just as workers,” Sorensen says. Offer flexible hours and mental health support to help employees feel valued and prevent burnout.
9. Celebrate differences
Actively celebrating the diverse cultures and backgrounds of your team fosters an inclusive atmosphere. Recognize cultural holidays, host diversity celebrations, and provide space for employees to share their traditions. In this way, inclusivity is woven into your company’s values—and isn’t just a box to check.
Bonus: How to foster belonging for remote and hybrid employees
In today’s world, where many employees work remotely or in hybrid roles, it’s more important than ever to build a culture of belonging at work, even for those who aren’t physically present.
Sorensen’s company builds connections through virtual meetups and Slack channels, and offers remote employees opportunities to lead initiatives and share ideas. “We also make sure they’re recognized and celebrated just as much as in-office team members,” he says. “A dedicated committee oversees these initiatives to ensure everyone feels included.”
Bottom line
Fostering belonging in the workplace isn’t just a nice-to-have—it’s a leadership priority that directly influences engagement, retention, and performance. These efforts lead to higher retention, improved productivity, and more engaged teams. Ultimately, belonging is not only about individual well-being but also the foundation for long-term organizational success.
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