Belonging in the Workplace: Understanding the Importance of Belonging Beyond Psychological Safety

Psychological safety refers to the feeling of being secure enough to make mistakes without fear of being judged. Belonging, however, goes a step further: it involves feeling welcomed and having one's uniqueness not only accepted but also valued. 

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This distinction may seem subtle, but it has a significant impact. Psychological safety encourages people to speak up, while a sense of belonging determines whether they choose to stay, engage, and contribute their full potential.

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The Foundation for Creativity and Loyalty

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Psychological safety is essential for fostering a sense of belonging in the workplace. Employees need to feel safe to express their opinions, share their ideas, and show their true selves for a culture of belonging to develop.

 Great Place to Work defines belonging as “an employee’s sense that their uniqueness is accepted and even treasured by their organization and colleagues.” When these elements come together, they create a strong foundation for creativity, engagement, and loyalty, which ultimately leads to sustainable success.

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Belonging: The Missing Piece in DEI Efforts

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Many organizations prioritize Diversity, Equity, and Inclusion (DEI). Diversity brings in various perspectives, equity ensures fairness, and inclusion makes sure that all voices are heard. However, without a sense of belonging, these initiatives remain merely structural. True transformation occurs only when individuals feel that they genuinely belong, turning DEI from a strategy into a lived culture.

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Read more: Psychological safety: The invisible lever behind high-performing teams

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Belonging as a Business Case

Belonging is not just a soft factor; it is a measurable driver of performance. A study by Seramount found that companies with a strong sense of belonging report 56% higher job performance, 50% lower turnover rates, and 75% fewer sick days. The European Workforce Study 2025 by Great Place To Work confirms that when belonging is fostered, productivity increases, innovation thrives, and employee retention improves. Additionally, Ipsos reports that employees with a strong sense of belonging are significantly less likely to consider leaving their employer.

These findings extend beyond human resources metrics. They demonstrate that belonging directly affects costs, growth, and competitiveness, ultimately distinguishing organizations that retain talent from those that do not.

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Can Belonging Be Measured?

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Belonging is like love: it is subjective, experienced differently by each individual, and fluctuates over time. As such, it cannot be captured by a single number. However, organizations can track indicators that reveal trends related to belonging.

The Employee Net Promoter Score (eNPS) reflects how willing employees are to recommend their company to others. Regular pulse surveys can help detect shifts in employee sentiment early on. Additionally, retention rates and insights from exit interviews provide valuable clues.

These metrics should not be viewed in isolation; instead, they should be considered as signals indicating whether the organizational culture fosters a sense of belonging.

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Interesting read: Recognizing quiet quitting: 5 warning signs leaders often miss

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3 Effective Strategies for Fostering Belonging

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Belonging isn’t created through posters or summer parties; it arises from structures that make people feel included in everyday life. Here are three particularly effective strategies:

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1. Onboarding as a Cultural Foundation:

The first few weeks are crucial for helping newcomers establish their roots within the organization. Companies that integrate new employees socially—through rituals, buddy programs, or targeted networking opportunities—promote a sense of belonging from day one.

2. Leadership as Role Models:

A sense of belonging flourishes in environments where leaders not only demand results but also demonstrate vulnerability. When leaders share their mistakes and learning experiences, they send a clear message: authenticity is valued. This builds trust and encourages others to show up as their true selves.

3. Connections Beyond Job Roles:

Belonging is enhanced through relationships that extend beyond job titles. Initiatives like cross-team partnerships, thematic coffee chats, or storytelling sessions in meetings reinforce the idea that personal connections matter more than roles.

These strategies can help create a more inclusive and supportive organizational culture.

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Belonging as a Key Success Factor

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Belonging in the workplace is more than just a “feel-good” initiative; it plays a crucial role in unlocking employees' potential, fostering innovation, and promoting loyalty. Organizations that prioritize psychological safety, take diversity, equity, and inclusion (DEI) seriously, and actively cultivate a sense of belonging are not only enhancing their culture but also boosting their competitiveness.

The essential question for leaders is: Are we simply creating an environment of safety, or are we fostering genuine belonging?

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