In my last three posts, we explored autonomy, mastery, and purpose—three pillars of intrinsic motivation. This post, dives into the fourth and last main cornerstone: belonging.
I sum it up as: "I care about the people I work with, and they care about me."
Belonging isn’t just about socializing or being part of a group—it’s about feeling seen, valued, and supported by the people around you. At work, it translates to trust, psychological safety, and genuine connection with your colleagues. When we feel like we belong, we’re more engaged, motivated, and resilient.
But how do you foster belonging in a professional setting? Here are three approaches:
💬 Psychological safety: This is the foundation of belonging. Psychological safety means that team members feel safe to take interpersonal risks—such as sharing ideas, concerns, or mistakes—without fear of punishment or being shamed. When you’re safe to speak up, you feel like a true part of the team.
🤝 Inclusive leadership: Leaders who model inclusion by actively listening, involving everyone in decision-making, and showing empathy help create an environment where people feel valued. Being asked for input shows that your perspective matters.
🎉 Shared experiences: Building rituals and shared moments - ideally in person - can bring a team together. Whether it’s celebrating wins, discussing challenges openly, or bonding over non-work topics, these experiences foster connection.
A simple experiment
Here are the two questions from Gallup's 12 question engagement survey that most closely relate to belonging. What is your answer to these? Discuss with your lead.
1️⃣ My supervisor, or someone at work, seems to care about me as a person.
2️⃣ I have a best friend at work.
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