The Power of Connection and Belonging in the Workplace

We’ve all seen them. Some teams just work better together, achieve more, and are nicer to be around. It’s not necessarily about having the best talent. There’s something bigger than the team itself: a feeling of connection—to each other and to the organisation.

If you don’t think this is as important as I do, consider the other side of the coin. Think about those organisations where, no matter how hard you tried, you just didn’t fit in. Maybe you felt like an outsider, and it’s probably because deep down, you didn’t feel like you really belonged.

That’s why this article is all about why connection and belonging make such a difference—for retention, engagement, and a sense of wellbeing. And guess what? Your customers will notice too. So, there’s a powerful business case for getting this right.

And don’t just take my word for it. Research by Gallup and the Gartner Group shows that when employees feel connected—to their teams, their roles, and the organisation—they’re more engaged, productive, and loyal.

Connection - It’s a Human Need

When you get this right in the workplace, you’re doing more than improving your culture or being thought of as a great place to work. You’re meeting a human need. I recently read Owen Eastwood’s book, Belonging. He identifies the need to feel seen, valued, and connected. Eastwood argues that we humans are wired for connection. From evolutionary survival to modern team dynamics, belonging is not a ‘soft’ concept; it's central to trust, wellbeing, and high performance.

Lessons from Sport

Remember what I said about not necessarily having the best talent? We see this in sport. Why is it that one squad of players consistently performs better than other teams with more ‘star’ players and bigger budgets? And why can a different coach get such improved performance from the same set of players? Often, it’s because the coach can create a stronger sense of connection—to the club and to each other.

Owen Eastwood has worked with the All Blacks, the England football team, military units, and major employers. No matter the setting, the pattern is clear. It’s the teams united by a common purpose; they feel the identity of the club and see their role within it. Just as easily, you can see an underperforming £100 million player who just doesn’t belong—and it shows.

Tips to Build Connection

Psychological Safety Matters

One reason for the success Gareth Southgate found with the men’s England football team is that he genuinely wanted to know what his players thought. When people feel safe to speak, make mistakes, and show vulnerability, trust grows. This leads to greater collaboration and innovation. OK, he didn’t win the World Cup, but he came closer than anyone in 60 long years.

Nurture Belonging

You have to work at this. Connection and belonging aren’t automatic just because you put teams together in the same space. You need to make time to get to know each other, share stories, create experiences that connect the group, and have those honest conversations. All of this isn’t some kind of fluffy downtime—it’s core to getting this right. This can be even more challenging with hybrid and virtual working.

Work Through This Checklist

I’m a fan of keeping things simple. That’s why I like this model from research I’ve read from Thomas Connect. They’ve developed six key connection factors grounded in psychology and workplace research that predict whether your people are thriving or disconnecting.

• Appreciation – Does your team feel valued?

• Belonging – Does your team feel included?

• Cohesion – Are team relationships strong?

• Contribution – Does your team feel recognised and know how they add value?

• Trust – Does your team feel safe to speak up and be themselves?

• Wellbeing – Does your team feel supported and cared for?

  
  

So, ask yourself if your organisation, or you as a line manager, are delivering on these six connection pillars to support and get the best from people. If not, what will you do about it to foster better connection and people contribution at both a systems and day-to-day level?

John N. Cooper, Chief Connection Officer at Thomas Connect and Chair of the Thomas Science and Innovation board, is super focused on the value and importance of human connection at work.

John N. Cooper

As he explains, “I see connection as the real currency to drive engagement and productivity for organisations in tomorrow's tech and AI-enabled world. Connection unlocks human potential and drives collective achievement; the cost of disconnection is high both personally and organisationally."

For more info see Connection Measure | Thomas.co

The Business Impact of Connection

When we foster connection and belonging in our teams, the benefits extend beyond individual satisfaction. A connected workforce is more resilient, adaptable, and better equipped to handle challenges. This leads to lower turnover rates and higher employee satisfaction.

Moreover, organisations that prioritise connection often see improved customer satisfaction. When employees feel valued and engaged, they’re more likely to provide exceptional service. This creates a positive feedback loop where satisfied employees lead to satisfied customers.

Strategies for Enhancing Connection

1. Regular Check-Ins: Schedule regular one-on-one meetings with team members. This shows you care about their wellbeing and fosters open communication.

   
   

2. Team-Building Activities: Invest in activities that promote teamwork and collaboration. These can be fun and engaging, helping to break down barriers.

   
   

3. Recognition Programs: Implement programs that recognise and celebrate achievements, big and small. This reinforces the feeling of belonging and appreciation.

   
   

4. Feedback Mechanisms: Create channels for feedback where employees can voice their opinions and suggestions. This empowers them and fosters a sense of ownership.

   
   

5. Diversity and Inclusion Initiatives: Ensure that your workplace is inclusive and values diverse perspectives. This enriches the team dynamic and fosters a sense of belonging.

   
   

In Conclusion

When we feel like we belong, we’re more likely to speak up with ideas, support each other, and push through challenges. This creates a more resilient team or workplace. In my experience, this means they want to stay, engage, and perform. And that’s good for everyone.

About Rich Roberts

I’m Rich Roberts, a people and culture specialist, HR coach, and Top 100 global employee engagement influencer. I help organisations build cultures that attract, retain, and engage employees to perform at their best.

Please contact me if you want to chat through a people or culture issue within your organisation.

Team photo by Samrat Khadka on Unsplash