Moore Stephens
Wellness, culture and commitment

6 key factors for managers to foster a sense of belonging at work.

What is a sense of belonging?

It’s no longer a secret for managers: people are the key element and an integral part of any organization’s performance! Making employees passionate and committed, loving their work and identifying with the organization with pride is not a matter of magic or chance. On the contrary, it requires constant investment! A strong sense of belonging among employees is an important feature of competitive companies, not least because of its impact on work performance. It also contributes to employees’ psychological well-being, since it satisfies a fundamental need: the need for affiliation!

How do you develop a sense of belonging to a company?

Here are the six management factors responsible for developing employees’ sense of belonging, in descending order of importance, along with a brief description of each. Needless to say, in a world where hybrid working is becoming increasingly important, this feeling can be dangerously diminished by working from home. Actions can be taken to bring your company closer to your teams. Ready for action?


Perception of respect and consideration within the team

This essential factor alone accounts for 50% of the sense of belonging, so it’s important to remember that to develop a high sense of belonging and commitment to the organization, it’s essential for staff to feel valued, appreciated and considered. Employees also need to feel that the organization trusts them. To this end, we’d like to draw your attention to the Mintzberg quote, which states that “a manager is only as important as the extent to which he allows others to be important too“. Demonstrating an employee’s value has a powerful leverage effect in increasing the sense of belonging.

Respectful, rewarding organizations are sensitive to the particular needs of their staff members. Policies are guides rather than rigid laws with no exceptions. Policies and rules are no substitute for managerial judgment! This is probably why it must be difficult to develop a strong commitment to bureaucracies.


Perception that the company places great importance on quality and customer service

The perception that the company values the quality of its products and services contributes significantly to the development of a sense of belonging among employees. Employees tend to identify with an organization that respects them… and their customers! Developing a “customer culture” and “customer experience” within the organization is therefore both relevant and profitable.


Clear roles and responsibilities

This factor essentially refers to the quality and availability of the information available to staff to carry out their work, and to their knowledge of the immediate superior’s expectations regarding their tasks and role. Good communication is vital to the team’s success!


Stimulating work

Work that allows staff to use their skills, judgment, initiative and knowledge contributes greatly to engagement. You need to consider its real needs. In fact, a number of studies have shown that the more senior an employee is in the organization, the greater his or her commitment to the organization.


High-quality information for staff on the company’s direction and activities

We agree that it’s hard to identify with an organization you don’t know very well. Shared information on objectives, achievements, mission, vision, strategy and financial performance plays a key role in building a sense of belonging. Interestingly, it’s much easier for staff to develop a relationship of trust with management when the latter addresses them directly at meetings. You can “feel” the messages and the authenticity of the communication, which is more difficult to do via e-mail.

Together towards a common goal!


Perception of administrative efficiency

Employees’ perception that the company is managing its resources well is a significant factor in the development of a strong commitment! This factor generally includes the following elements: speed of decision-making, effective resolution of problems and difficulties, clear and effective policies and processes, a proactive attitude, cost-consciousness, continuous improvement and openness to change.

In short, happiness at work means focusing on working conditions and corporate culture, so that they are well shared within the company and between colleagues. This feeling is a priority and is worked on from day one for new arrivals. Take action, it could be the key you’ve been missing to improve your retention!

You can also read more about a sense of belonging in our article Le sentiment d’appartenance, une affaire d’équipe.

The management factors that contribute to the development of a sense of belonging are taken from an international study of employee belonging by
Pierre DuBois
PH.D. industrial psychologist.

If you have any questions, please do not hesitate to contact us. If you’re an entrepreneur, our human resources management team could also help you improve your various processes to boost your employees’ sense of belonging.

More questions? We've got the answer.

How can we increase our sense of belonging at work?

Foster an inclusive environment, encourage open communication and organize team events. You’ll also soon be able to read our next article on the subject.

How do you explain the feeling of belonging?

A sense of belonging is the emotional connection and bond between employees and their company, based on respect, trust and shared values.

How can we foster a sense of belonging?

Encourage active listening, recognize individual contributions, and create a culture of equity and diversity.

Why is a sense of belonging important in the workplace?

It strengthens employee commitment, boosts staff retention, improves productivity and fosters a positive work atmosphere. A plus for people and business!

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