Belonging At Work: The Biological Need

Humans are wired to seek connection and have a sense of belonging. From our earliest ancestors huddled together for safety, to modern teams collaborating for innovation, belonging is not just a social nicety—it’s a biological necessity. Neuroscience tells us that feeling accepted and valued activates reward centers in the brain, reducing stress and boosting well-being. When we don’t belong, our bodies react as if our survival is at risk—heart rates rise, stress hormones surge, and our mental health suffers. This is why fostering belonging at work isn’t just good for morale—it’s essential for both individual and organizational survival.

The Science of Belonging at Work
Recent research shows that belonging is the top driver of employee engagement, even surpassing trust in leadership and opportunities for growth. Employees who feel they belong are more likely to be engaged, productive, and loyal. Forbes reports that high belonging leads to a 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. For a large company, this can translate to annual savings of over $52 million. The message is clear: belonging is not a luxury—it’s a business imperative.

What Drives Belonging?
Belonging is more than just inclusion. As Anita Sands puts it, “Diversity is a fact, inclusion is a choice, but belonging is a feeling.” It’s the sense that you are seen, heard, and valued for who you are—not just tolerated or included. Managers play a pivotal role here. Employees who trust their leaders and feel supported are far more likely to experience a sense of belonging. Organizations must go beyond policies and checklists; they must create cultures where authenticity is encouraged, contributions are recognized, and voices are heard.

How Workplaces Can Fulfill This Need

Encourage Authenticity: 78% of employees say they are encouraged to be authentic at work in organizations that foster belonging. Let people bring their whole selves to work.

Recognize Contributions: Regular recognition makes employees feel valued and connected to the team’s success.

Seek Input: Involve employees in decision-making. When managers seek input, employees feel respected and heard.

Support Mental Health: Belonging and mental health are deeply linked. Organizations that support both are more competitive, achieve better business outcomes, and retain top talent.

Quotes to Inspire

“True belonging doesn’t require that we change who we are. It requires that we be who we are.”
— Dr. Brené Brown

A Call to Action
Belonging is not just a human need—it’s a business strategy. Organizations that prioritize belonging reap the rewards of higher engagement, better performance, and stronger retention. As leaders, we have the power to create workplaces where everyone feels they truly belong. And when we do, we don’t just build better teams—we build a better world.

References
https://www.shrm.org/content/dam/en/shrm/executive-network/en-insights-forums/October%202022%20EN%20Insights%20Forum%20Recap%20-%20Belonging%20and%20Mental%20Health%20in%20the%20Workplace.pdf
https://www.forbes.com/sites/dedehenley/2024/03/24/the-transformative-power-of-belonging-at-work/