If a company succeeds in strengthening employees’ sense of belonging, it will have overcome one of the toughest challenges on the path to success. Reaching the stage where employees feel fully connected to their company—so much so that the organization’s goals align seamlessly with their own personal ambitions—is no easy feat.

It is worth noting that the instinct to belong and the desire for social connection—deeper and broader than workplace belonging alone—are ingrained in the subconscious of every human being. This means that fostering employees’ sense of belonging can be achievable, provided the company strikes the right chord.

Without recognizing this profound psychological truth—the innate need to belong—any attempt to strengthen workplace belonging will likely prove difficult, if not impossible, to realize in practice.

Naturally, cultivating this sense of belonging requires time. Whether you are a new employee or have joined a different team within a company you’ve worked at for years, building a sense of camaraderie with colleagues can often feel daunting.

Ultimately, promoting workplace belonging means ensuring that people from all backgrounds have a seat at the table, feel heard, and know that their contributions are valued and respected.

The Importance of Belonging

So, does workplace belonging really matter for both organizations and individuals? Absolutely. Creating this sense of connection provides HR leaders with a powerful opportunity to strengthen their inclusion strategies and goals.

The need to feel part of a team and to cultivate belonging is essential for fostering a healthy work environment and, to a large extent, boosting productivity.

In 2020, belonging became more crucial than ever, as many teams shifted to remote work. Research shows that belonging became 12% more important to employee happiness during COVID-19.

A study by Gallup found that employees who feel a strong sense of belonging are 22% more likely to help their organization increase profitability. Belonging also plays a central role in employee engagement.

How to Foster Workplace Belonging

Building Trust
Trust is the cornerstone of strong workplace relationships. Without it, team members may waste time monitoring one another, leading to less effective communication.

We tend to build trust faster with people similar to ourselves, which can explain why we may feel cautious toward colleagues who bring different perspectives or approaches.

To foster trust—a key requirement for belonging—employees need to spend time getting to know their colleagues, understanding their backgrounds, interests, and skills, while also showing them respect and appreciation.

Developing Relationships
A strong sense of belonging at work is deeply tied to building meaningful connections with colleagues. After all, how can you feel you belong somewhere if you don’t have relationships there?

While forming new connections can feel intimidating, it is often necessary. The first step is finding common ground—not by pretending to be someone you’re not, but by showing genuine interest and discovering authentic points of connection.

Through these relationships, colleagues can provide valuable support, creating an environment where employees feel comfortable and truly part of the team.

Managerial Support
There is an almost direct link between workplace belonging and managerial support. The more genuinely an organization supports its people, the stronger their sense of belonging becomes.

A 2009 study revealed that greater managerial support led to higher levels of workplace belonging. Employees who feel well-supported are more likely to be happy at work, which in turn boosts motivation and productivity.

The same research also found that when leaders distribute responsibilities across the team—rather than shouldering them alone—employees experience higher levels of satisfaction, belonging, and commitm