The sense of belonging: data that transforms productivity and corporate well-being

Why does it matter so much?

The numbers speak for themselves:

• Commitment: The People at Work 2025 report reveals that 90 % of employees are part of a team, but only 52 % of those who consider themselves part of a high-performance team are fully committed. Among those who do not feel they belong, commitment drops to 10%.

• Performance and retention: A study by BetterUp shows that workers with a strong sense of belonging improve their performance by 56 %, halve their intention to leave the company, and have 75 % fewer days of absence.

• Creativity and well-being: Research cited by Harvard Business Review indicates that strong relationships at work foster creativity, collaboration, and reduce burnout. Additionally, HR trends indicate that by 2025, inclusive culture and sense of belonging will be key differentiators for attracting and retaining talent.

Well-being that is felt

Physical and emotional well-being is one of the pillars for that feeling of belonging to be genuine. Companies in various sectors are investing in comprehensive health and wellness programs, spaces for dialogue on diversity and inclusion, and flexible policies that allow for work-life balance.

These initiatives send a clear message to their teams: "your well-being matters to us." Caring for mental health, recognizing achievements, and encouraging active participation are practices that reinforce the connection between the individual and the organization.

Daily actions to strengthen the sense of belonging

Beyond large initiatives, belonging is built through everyday gestures. Some simple practices supported by recent studies can make a difference:

• Talk about belonging: Including the topic in meetings and internal communications helps everyone understand what it is and why it matters. MIT Sloan Management Review recommends explaining it in meetings and executive messages; the more belonging is discussed, the more conscious employees will be of the company’s commitment.

• Actively listen to collaborators: Gallup suggests that leaders spend time listening to concerns and explaining why certain ideas are or are not implemented. When people feel comfortable sharing opinions and see that their voices matter, the feeling of respect and belonging increases.

• Create socialization spaces: Providing time and opportunities for teams to get to know each other and socialize generates trust and friendship; Gallup studies show that having a "best friend" at work correlates with higher business performance.

• Offer equal and transparent access to information: Great Place to Work emphasizes that a culture of open communication and teamwork prevents the formation of silos and makes everyone feel like valuable participants. Access to information strengthens trust, cohesion, and teamwork because each person understands their role and the impact of their contribution.

• Recognize and appreciate: A culture of appreciation and gratitude improves motivation, strengthens bonds, and fosters a positive work environment. A specific and timely "thank you" or public recognition during a meeting reinforces positive behaviors and reminds each person that their contribution matters.

A call to reflection

The sense of belonging does not happen by chance; it is built with concrete and consistent actions. To get started, you can:

1. Assess how your team feels today: Do they identify with the organization's mission and values? Do they feel valued and heard?

2. Design well-being and recognition initiatives that demonstrate genuine care, from rest spaces to training programs and integration activities.

3. Share your results and open the conversation with other professionals about what works and what doesn't, fostering a community of continuous learning.

Building belonging is an ongoing journey; every gesture counts and reflects on your organization's productivity and well-being.