Belonging at Work: The Hidden Driver of Leadership, Retention and Well-Being
- ireneadams
- Nov 11
- 2 min read
In today’s workplace, flexibility, fair pay and trust in leadership are often cited as key drivers of employee satisfaction. However, recent research reveals a deeper truth. The most powerful predictor of performance, retention, and well-being is a sense of belonging.
Before pivoting to coaching, I spent years in the legal field where I saw firsthand how belonging, or the lack thereof, can shape a person’s experience at work.
When people feel connected, valued, and psychologically safe, they don’t just stay, they thrive. However, when that sense of connection is missing, even generous compensation and perks do not fill the gap.
🔍 What the Research Shows
Studies from McKinsey & Company, BetterUp, Deloitte, and Harvard Business Review confirm that belonging is a top driver of employee engagement, retention, and well-being.
These studies consistently highlight that when employees feel a genuine sense of belonging, it positively influences key outcomes such as:
Organizational productivity
Employee retention
Mental well-being
Job satisfaction and engagement
In fact, employees who feel a strong sense of belonging report significantly higher performance and are less likely to leave their roles. Conversely, when belonging is low, mental health declines, burnout increases, and turnover spikes.
💡 Why Belonging Matters for Leaders
Belonging isn’t just a cultural buzzword, it’s a leadership imperative. Leaders who foster belonging create environments where people feel safe to speak up, take risks and grow. This leads to stronger teams, better collaboration, and more sustainable success.
Belonging is built through:
Inclusive leadership
Authentic communication
Shared values and purpose
Recognition and appreciation
Opportunities for connection and growth
🧠 Coaching for Belonging
Leadership and mindset coaching can help leaders cultivate belonging by:
Developing emotional intelligence and empathy
Building inclusive habits and communication styles
Creating psychologically safe spaces for feedback and growth
Aligning team culture with shared values and vision
These skills don’t just improve team dynamics, they create a culture where people feel connected, valued and inspired to contribute at their highest level.
✨ Final Thought
Belonging isn’t a perk, it’s a necessity. It’s the foundation of a resilient, high-performing culture, and it starts with leadership.
When leaders prioritize belonging, they unlock higher productivity, stronger retention, and measurable cost savings, while building a culture that earns recognition, attracts top talent, and drives long-term success. The result, a thriving organization with lower turnover costs, higher engagement, and a reputation that draws in high-performing professionals and fuels bottom-line growth.
If you’re ready to lead with intention and build a culture of connection, I’d love to support you. Let’s strengthen your mindset, elevate your leadership, and create the kind of workplace where people feel they truly belong.