Belonging in the Workplace: What the Research Says

If you ask people to share some old, painful memories, you’ll hear lots of stories about exclusion. Being picked last on the playground, a sibling getting a treat you were never offered, the groaning from a group as the teacher instructs you to join them. 

We remember these moments because those feelings were still novel to us. As we mature, we realize how resilient we are. We learn to tolerate feelings of rejection and remain confident in our abilities. Some even develop empathy and understanding for people who try to exclude others. 

This doesn’t mean exclusion won’t continue to affect us. A lack of belonging in the workplace is just as bad for business as it is for the people who have to endure it. From quiet quitting to poor retention, not fostering an inclusive culture comes with a price. 

What is belonging in the workplace?

Belonging in the workplace means an employee feels comfortable being themselves at work because they are accepted for who they are.

Clearly, we’re not talking about the type of comfort that allows someone to clip their toenails at their desk. Rather, the qualities that make them unique are recognized and appreciated. The person who double-checks everything and proceeds with caution is just as valuable as the one who acts quickly under pressure. The employee who likes to decompress and enjoy their lunch alone is as respected as the convivial chatterbox.

Belonging is built on a collection of small experiences, but it has a huge structural impact on how we see our roles at work, home, among friends, everywhere. Scientific research defines belonging not just as feelings of acceptance, but as a feeling that you’re an integral part of the community.

Have you ever left a position and been told, “This place won’t be the same without you”? If you believed it, it’s because you truly belonged. 

Examples of belonging in the workplace

Surveys uncover which small moments are most meaningful in creating feelings of belonging in the workplace. These four examples send a clear message that the employee is accepted and included at their job.

1. Freedom to share new ideas.

Someone who doesn’t need to think twice about suggesting a new approach isn’t afraid of being an outcast. Even when their ideas aren’t ultimately chosen, they know their take is still welcome in the discussion. 

2. Safety in bringing up issues. 

Fear of retaliation or ostracization is common in workplaces with inclusion problems. Employees who feel psychologically safe can casually point out when something is amiss, whether it’s a hiccupping HVAC system or an angry manager. 

3. Reaching out for support.

Some employees who fear rejection become convinced they’re supposed to have all of the answers and function flawlessly as an independent unit. Inclusive cultures are full of employees who don’t mind admitting they need help with something. 

4. Getting help with personal needs. 

Are employees letting work-life balance or personal well-being suffer for company expectations? Workplaces that offer scheduling and benefit accommodations for childcare, medical situations, family challenges, and other personal issues make employees feel seen and valued.  

Key takeaways on the science of belonging at work

Belonging has been widely regarded as a basic human need since we started studying ourselves. Research confirms that exclusion is physically and mentally distressing on top of reducing productivity and motivation. If someone feels shut out, they’re going to exert less effort for the benefit of the community they feel excluded from. 

Witnessing exclusion affects everyone’s behavior.

Even when people aren’t feeling excluded, witnessing their peers being excluded has an impact. On the one hand, it may increase prosocial behaviors. They swoop in and attempt to compensate for it. 

But it also changes how the helper ultimately views the organization that is excluding their peers.

More people find community at work than they do in their neighborhood.

Increasingly, people are seeking connectivity, co-creation opportunities, and psychological safety at work. While 64% of American survey respondents said they felt excluded at work, the numbers were even higher when reporting a lack of belonging in both the nation (68%) and their local community (74%).

It may be that achieving a sense of belonging is more accessible in the workplace than it is in society at large. But this doesn’t mean we’re regarding work as a daycare or a counselor’s office, where people come to finally feel cared for and understood. 

We foster belonging because it benefits us all. 

Belonging benefits business.

The coaching platform BetterUp published a landmark report on workplace belonging. 

Companies that made inclusion and belonging a priority enjoyed: 

• A 56% improvement in job performance
• Turnover risk is cut in half, a full 50%
• 75% fewer employee sick days

For a company of approximately 10,000, this can add up to more than $50M in cost savings. It also makes everyone, even those who never felt excluded, more likely to recommend a company as a great place to work. 

Tips for remediating a lack of inclusion at work

Researchers who study belonging in the workplace make it clear that change is possible. If the culture is already suffering, here’s what experts recommend:

• Address concerns. If someone is feeling excluded, don’t ignore it or “work on it” behind the scenes. Invite employees to share their experience and engage in the conversation. Be transparent about what will change, and what will likely not.
• Management buy-in. Managers and team leaders need to acknowledge the impact of exclusion, both on worker well-being and business outcomes. Additional training and demonstrated commitment to more inclusive practices may be necessary.
• Champion allies. Public recognition for those who exhibit inclusive behaviors sends the right message. Make clear that these individuals represent company values, and shout out specific positive behaviors by way of example. 
• Schedule team bonding activities consistently. Include small, casual, cost-effective activities a minimum of once a week. This helps identify what teams want to become rituals and offers diverse chances for everyone to feel included. 

Begin creating a culture of belonging in the workplace this week

Feeling rejected hurts the person it happens to, the person witnessing it, and the company that employs them both. The answer isn’t hugging it out or pouring cash onto a lofty initiative. 

Learning how to create a sense of belonging in the workplace comes down to a persistent commitment to small actions.

One way is to create team rituals that align with the culture and don’t feel high-stakes. Small rituals are easy to participate in, making total inclusion easier to achieve. Meanwhile, consistency creates psychological safety. (Our complete guide to team rituals has more specific examples to test and how to increase their efficacy.)

Peer recognition tools help ritualize appreciation. Check out how fitness company Crossrope uses HeyTaco to create community through simple positive habits like morale-boosting shoutouts and a strong company identity: 

Learn more about how we can help you build a stronger team where everyone feels like a great fit. 

Belonging in the Workplace FAQ

What are some examples of belonging in the workplace?

Feeling welcome to share ideas and opinions, asking for and offering support, and connecting as a team are all examples of belonging in the workplace. 

Belonging also helps define our identity at work. As a team, this may involve wearing branded company swag, doing a chant, or performing other rituals. 

How to measure belonging in the workplace?

Begin by making note of current retention rates as well as other metrics like recognition program participation. Formulate and distribute surveys polling employees on topics such as the freedom to be oneself, feelings of acceptance, and the quality of connections made at work.

How to make someone feel like they belong at work?

Belonging builds up over time. Some ways to nurture belonging at work include:

• Inviting and acknowledging feedback, implementing it where possible.
• Allowing employees to co-create team rituals that are meaningful to them.
• Identifying and avoiding potential areas of favoritism.
• Celebrating small wins and positive behaviors.
• Welcoming their contributions and ideas. 
• Making inclusion a key, visible core value.