How to Build Belonging at Work and Improve Employee Engagement

We’re dealing with a time fraught with conflict, and it’s unrealistic to think that the issues the United States and the world face today aren’t affecting your employees. Some may have family members who have lost their jobs. Others might be missing out on key nutrition or special education programs for their children. No matter what the scenario, we’re all facing a difficult time.

Make your corporate culture one of inclusion and a safe place for your employees. Imagine a place where staff walk through the doors and exhale because they feel connected, supported, and respected. Belongingness is a key piece of employee engagement. Without it, employees simply will not thrive. (And neither will your organization).

What is Belonging Uncertainty?

Before implementing strategies to build belonging at work, it’s important to understand belonging uncertainty. CCL writes, “People experience belonging uncertainty when they aren’t consistently sure whether they fit in at work. This vacillating sense of security can arise from feeling different from others around you, either in appearance or cultural experiences.” Appearance includes skin color, gender identity, weight, disability, and age. Cultural experiences include religion, ethnicity, educational background, socioeconomic class, primary language, and more.

That feeling of not being part of something can lead staff to hold back, not participate in meetings or after-work events, and, unfortunately, not be able to perform their best. Leaders should work to identify which team members aren’t feeling comfortable or welcome and implement strategies to improve belongingness.

5 Actions for Leaders to Build Belonging at Work:

Make Listening a Leadership Habit

At the heart of belonging is feeling heard. Leaders who pause long enough to truly listen—without interrupting or jumping to solutions—show their teams that every voice matters. Great leaders’ super power (or one of their super powers) is active listening. Moreover, psychological safety begins with empathy. When people know their input is not only welcomed but valued, connection deepens.

Tip: Conduct a DEI Survey to get a pulse on your workplace culture and environment. Implement small changes, like starting meetings with a simple, open-ended check-in. It sends a clear message: “You’re not just an employee here—you’re a human being first.”

Model Vulnerability and Authenticity

When leaders show up as their full selves—flaws, uncertainties, and all—they give others permission to do the same. Authentic leadership strengthens trust, and company culture starts at the top. Pretending to “have it all together” builds walls. Being real tears them down.

Tip: Try sharing a challenge you're navigating or a lesson you've learned. It doesn't make you weaker—it makes you relatable.

Celebrate Differences—Don’t Just Tolerate Them

Belonging isn’t about blending in; it’s about standing out and still being embraced. Inclusion is what converts diversity into impact. Leveraging diverse perspectives drives better decisions. Leaders need to go beyond checkbox diversity and actively seek out and highlight the richness each person brings. DEI matters, and great leaders know it.

Tip: Invite team members to share personal traditions, work styles, or values during team gatherings. It’s amazing how small moments of cultural sharing can create big bridges.

Create Shared Rituals and Moments That Matter

Belonging is built in the in-between moments—team rituals, inside jokes, personal milestones. Leaders can craft intentional spaces for bonding, both virtually and in-person, to help teams feel like communities.

Tip: Celebrate birthdays, anniversaries, or even quirky team-specific traditions. Have a volunteer program and give employees paid time to do volunteer hours. Make a no-cellphone rule before meetings. Watch as people visit and catch up. Those little touchpoints are often what people remember most.

Embed Belonging into Everyday Decisions

It’s one thing to talk about inclusion in company values—it’s another to live it. Leaders who bake belonging into hiring, promotions, team structures, and feedback loops send a strong signal that it’s not just fluff—it’s foundational.When people see fairness in action, trust and loyalty follow.

Tip: Before making a team decision, ask: “Whose voice might be missing here?” It's a simple prompt that can lead to more inclusive outcomes.

When leaders commit to creating spaces where people feel seen, heard, and valued—not just for what they do, but for who they are—belonging stops being a buzzword. It becomes a way of being. And that’s where real engagement begins.

How to Build Belonging at Work: Practical Steps for Inclusive Teams

5 Actions Leaders Can Take to Improve Employee Engagement

What is Belonging Uncertainty?

5 Actions for Leaders to Build Belonging at Work:

Make Listening a Leadership Habit

Model Vulnerability and Authenticity

Celebrate Differences—Don’t Just Tolerate Them

Create Shared Rituals and Moments That Matter

Embed Belonging into Everyday Decisions

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