How Belonging Transforms Team Wellbeing

As a team leader or people and culture professional, you’re probably all too aware that employee wellbeing is a growing concern at work, with stress and burnout affecting so many. But did you know that fostering a sense of belonging can make a huge difference in boosting overall wellbeing?

This article will break down why belonging matters so much to mental health, how leaders like you can harness simple positive psychology and inclusive leadership best practices to help your teams thrive.

Want to know where you stand? Take my?Inclusive Leadership Quiz?to uncover your strengths and growth areas as a leader who demonstrates these critical skills, along with practical tips for bringing out the best in your team.

Why Belonging Matters So Much Right Now

Belonging isn’t just a nice-to-have—it's a basic human need. Research shows that people are happier, healthier, and more resilient when they feel deeply connected to others. But when that feeling is missing at work, it’s easy for people to feel isolated, demotivated, and even anxious. Simply put, when people feel like they belong, they do better, and so does your team.

Belonging in the workplace means that people feel safe, valued, and appreciated as part of the group. It’s about building a culture where people trust each other, collaborate easily, and support one another.

Here are the three pillars of belonging:

• Comfort:?This is where people feel safe to be themselves without fear of judgment. Comfort creates a foundation where people don’t have to waste energy hiding who they are.
• Connection:?This is the glue that brings teams together, creating meaningful relationships and a shared purpose. Connection fuels trust and collaboration.
• Contribution:?Belonging includes feeling that your unique perspective and ideas are valued. Everyone wants to feel like they matter and are making a difference.

Each of these pillars plays a role in improving wellbeing. When people feel comfortable, connected, and valued, they’re more engaged and less likely to burn out.

Positive Psychology: The Science Behind Belonging and Wellbeing

You might be wondering, “How can I, as a leader, help my team truly thrive?” Positive psychology, the study of what helps people flourish, has some answers. At its heart, positive psychology emphasizes that meaningful connections make life richer. People who feel connected to others tend to be happier, less stressed, and more resilient—qualities that help them perform better at work.

Here are a few key practices from positive psychology that you can bring into your leadership to support wellbeing:

• Mindfulness:?Staying present and grounded helps people manage stress and stay focused. Mindfulness can create a calming atmosphere where people feel more relaxed and capable.
• Gratitude:?Expressing appreciation for the contributions and uniqueness of others can change the tone of a team. It’s amazing how recognizing one another’s efforts can build positivity.
• Building Connections:?Relationships are at the heart of both positive psychology and belonging. Fostering a culture where people connect on a personal level helps build that sense of team.

When leaders make an effort to create connections, they’re not just improving performance—they’re actively supporting mental wellbeing.

Inclusive Leadership: The Skillset Behind Belonging and Wellbeing

Now, how do you actually create these connections at work? This is where inclusive leadership comes in. It’s not just about checking boxes on diversity or saying the right things; it’s about fostering an environment that’s welcoming, supportive, and connected.

Here are three inclusive leadership behaviors that build belonging and make a positive impact on everyone’s wellbeing:

1. Be Self-Aware?Knowing yourself helps you connect more authentically with others. Self-aware leaders recognize their own biases and understand how their background shapes their view of the world. This opens them up to seeing things from others' perspectives, which helps build a workplace where everyone feels respected. When you show self-awareness, you create a safe space for others to show up fully, too.
2. Be Curious?Curiosity is about wanting to know more—about your team, their backgrounds, their strengths, and their unique perspectives. By staying curious, you encourage people to share more openly, which replaces assumptions with empathy. People feel seen and heard, and you’re building trust at every step. The simple act of asking questions like, “How can I best support you?” or “What does a good day at work look like for you?” can open up pathways to understanding.
3. Seek to Understand?Listening with a genuine desire to understand—especially when perspectives are different from your own—is the key to deep connection. When leaders show that they’re open to others’ ideas and insights, it creates an environment where people feel free to contribute and connect. This doesn’t mean you have to agree with every view; it just means you’re open to learning from each other, which strengthens relationships and helps navigate tough conversations with empathy.

When leaders lead with self-awareness, curiosity, and understanding, they’re essentially building a bridge to belonging for their team. And that bridge isn’t just good for morale—it’s great for mental wellbeing and engagement.

Building a Better Workplace Together

In today’s world, fostering a culture of belonging is more than just good practice; it’s essential to building a healthy, high-performing workplace. Studies show that teams where people feel a strong sense of belonging see higher engagement and better overall performance. Inclusive leadership isn’t just about diversity—it’s about creating a supportive space where every person can connect, contribute, and thrive.

Ready to see how you measure up in fostering connection, belonging, and wellbeing?

Take my?Inclusive Leadership Quiz?to discover your strengths and areas for improvement as an inclusive leader who fosters much needed connections on your team and get practical tips for supporting your team’s wellbeing.

About the Blog Author

I'm Beth Ridley, a former corporate executive turned workplace culture consultant, speaker, and author. With 30 years of global leadership and management consulting experience, I’m dedicated to helping organizations build stronger leaders, teams, and cultures through a focus on inclusion and positive psychology.

You might have seen my work in national publications or caught me on TV, where I discuss why making inclusivity a core leadership competency is so essential. I also travel across the country delivering keynotes and workshops on how to integrate inclusivity into leadership practices.

Having lived and led diverse teams in New York City, London, Tokyo, Johannesburg, and Bangkok, and after leading DEI for a Fortune 100 company, I’ve seen firsthand how an inclusive mindset rooted in curiosity and compassion can transform organizations. I’m committed to helping others embrace these values and create environments where diversity in all its forms is leveraged as an asset.

These days, I’m based in Milwaukee, Wisconsin, with my husband and three kids. I love biking, running, and exploring new places. And while I’m not a fan of cooking, I love watching cooking competition shows!

Contact Me for Help

• Learn about the inclusion solutions we offer at Ridley Consulting Group.
• Book a call to discuss how we can help you achieve your leadership and workplace culture goals.

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