Sense of Belonging at Work: How to Improve It

Whether it’s our family circle, a local community, a group of friends, or even our favorite fitness class, we all feel like we belong to different social circles — big or small.

This natural need for affiliation, which is so crucial to humans as social beings, is commonly called “sense of belonging”. It governs not only our private life and social activities, but also our professional daily life.

Did you know that 93% of employees believe that their sense of belonging at work improves their productivity? This striking statistic highlights how essential it is for organizations to actively nurture belonging if they want to ensure productivity and long-term employee well-being.

Let’s dive into the meaning of belonging in the workplace, explore its benefits for employees and employers alike, and discover the best ways to measure and improve it within your organization!

What Is the Sense of Belonging at Work?

In a professional context, the sense of belonging in the workplace is shaped by several key factors:

• Cultural fit: how much employees identify with your company mission and values.
• Team cohesion: the quality of daily interactions and social connections built within the team.
• Quality of work life: working conditions, employee benefits, recognition, and support.
• Well-being and recognition: feeling valued for one’s contributions and supported on a personal level.

Together, these factors create a strong employee experience where individuals feel part of a group that values and respects their qualities and viewpoints.

In many ways, workplace belonging mirrors the feeling we get from private circles: a sense of comfort, inclusion, and recognition that comes from being accepted and fully integrated into a group.

The Benefits of Belonging at Work (for Employees and Employers!)

1. A strong sense of belonging in the workplace has measurable positive effects:
2. Better mental and emotional well-being for employees.
3. Stronger trust and psychological safety between employers and employees.
4. Enhanced employer brand and talent attraction.
5. Stronger social bonds and collaboration within teams.
6. Direct impact on productivity, job satisfaction, and employee retention.

In numbers, belonging translates into:

• +56% increase in productivity.
• –50% decrease in employee turnover risk.
• –75% reduction in sick days taken.

Clearly, employee happiness and workplace satisfaction directly impact performance, making belonging a top priority for all employers.

How to Measure the Sense of Belonging in Your Organization

Now that you know the benefits of fostering belonging at work, you may wonder where to start. Before creating an action plan, it’s crucial to first assess the current state of belonging in your workplace.

Use the Right Measurement Tools

Start by asking employees directly. Beyond informal chats in the office or quick check-ins during remote meetings, use these structured methods:

• Anonymous employee satisfaction surveys: Sent regularly, they allow for honest, detailed feedback. To increase participation, give employees time to respond, explain why it matters, and take visible actions on results.→ Need ideas? Check out our sample employee engagement survey questions for inspiration.
• Regular feedback: You can gather input during casual conversations, but also in formal settings like performance reviews or one-on-one meetings. Ask how employees feel about their work environment and note improvements they would like to see.
• Stay interviews: More formalized discussions designed to explore satisfaction levels and sense of belonging. They help identify employees who are thriving and those at risk of disengagement or leaving.

Track Key HR Metrics

To better understand belonging, you need to focus on HR reporting and analytics and monitor HR indicators such as:

• Employee retention rate (and voluntary turnover).
• Performance and productivity over time.
• Absenteeism and sick leave.

Spot Signs of Low Belonging

Employees who feel engaged and included typically show strong cooperation, reliability, and steady productivity.

On the other hand, employees at risk of disengagement often appear isolated, unmotivated, and disconnected from the team, which can lead to declining performance.

Sometimes, it’s less about individuals and more about the general workplace atmosphere. As an HR professional or manager, pay attention to team dynamics and act early when you see signs of conflict or toxicity.

4 Practical Tips to Improve Belonging at Work

1. Assess Culture Fit When Hiring New Talent

Since belonging partly stems from cultural alignment, consider assessing candidates’ culture fit, values and motivation during job interviews.

While hiring decisions should never rely solely on culture fit, identifying individuals likely to thrive in your culture helps strengthen long-term retention and productivity.

2. Invest In Employee Benefits and Well-Being

For employees to feel secure and part of the company culture, organizations must show commitment to overall employee well-being:

• Physical and mental health support (programs, insurance, wellness benefits).
• Safe, ergonomic, and efficient workspaces.
• Work-life balance initiatives (flexible hours, paid time off, remote work).
• Retirement and health insurance plans.

Prioritize initiatives based on employee feedback and available budget.

3. Communicate Your Culture and Mission Effectively

Employees can only embrace your company mission if they clearly understand it. Go beyond the employee handbook and make values part of everyday life:

• Hold company-wide or departmental meetings to share progress and reinforce values.
• Organize team-building activities that reflect your company’s DNA.
• Lead by example: values should be demonstrated by leadership and managers.
• Involve employees in shaping culture: encourage them to share feedback and actively participate in its evolution.

4. Recognize Individual Contributions Fairly

Employee recognition is a cornerstone of belonging. To value contributions fairly:

• Use structured performance evaluations to highlight individual achievements and improvement areas.
• Provide regular feedback — positive and constructive — to align expectations and foster growth.
• Show appreciation daily with small gestures like a thank-you note, a public mention, or a personalized gift.

Companies that succeed in creating and fostering a strong sense of belonging have a competitive advantage that should not be underestimated.

Higher retention rates, increased motivation and productivity, improved employer branding among customers and talent… Some organizations even benefit from organic brand ambassadors because their employees are so engaged and loyal to their company!

As with any HR strategy, the important thing is to take the first step and get started: begin by conducting an employee satisfaction audit and move forward at your own pace.

To help you, we have a checklist designed to track and improve your employees’ experience throughout their lifecycle at your company!