Reducing Burnout Through Belonging: A Guide for HR Leaders

Post-pandemic burnout has become an all-too-common experience for employees across industries and regions. Nearly half of employees globally report feelings of burnout, often attributed to stress, overwork, and a lack of meaningful support. However, emerging research suggests that another factor plays a significant role: a lack of belonging. When employees feel excluded or undervalued, burnout intensifies.

This is where fostering a culture of inclusion and belonging becomes critical for HR leaders. According to BCG’s 2024 study of 11,000 workers in eight countries, employees in inclusive workplaces report higher levels of well-being, happiness, and motivation. These feelings translate into increased productivity and lower attrition rates, leading to positive business outcomes. Conversely, employees who feel less included often experience more stress, which can develop into burnout if not resolved.

Belonging vs. Fitting In: Insights from Brené Brown

Brené Brown, a leading expert on vulnerability and connection, describes a crucial distinction that’s relevant here: “The opposite of belonging is fitting in.” Belonging means feeling seen, valued, and accepted for who we are. Fitting in, by contrast, requires us to mold ourselves into something we are not to be accepted. When employees feel they have to “fit in” rather than truly belong, they may hide parts of their identity, leading to stress, isolation, and, ultimately, burnout. In this sense, promoting true belonging is essential for building resilient teams.

Using David Rock’s SCARF Model to Navigate Social Stress

Social stress can be a potent contributor to burnout, particularly when employees feel insecure or disconnected within their team or organization. David Rock’s SCARF model—which focuses on five domains of human social experience (Status, Certainty, Autonomy, Relatedness, and Fairness)—offers HR leaders a practical framework for reducing social stressors and creating a psychologically safe workplace. Here’s how each element can help leaders foster belonging and prevent burnout:

1. Status: Recognize and celebrate individual achievements to ensure employees feel valued.
2. Certainty: Communicate clearly and transparently to provide a stable work environment.
3. Autonomy: Give employees control over aspects of their work to increase their sense of agency.
4. Relatedness: Encourage social bonds and team collaboration to reduce isolation.
5. Fairness: Ensure equity in decision-making, opportunities, and resources to build trust.

When leaders understand and apply these domains, they help create an environment where employees feel psychologically safe to express themselves authentically without fear of judgment. This safety, in turn, minimizes burnout by building a workplace culture that values and supports individuals as they are.

Four Key Areas of Inclusion to Address Burnout

BCG's research highlights four critical areas to cultivate inclusion and reduce burnout:

• Access to Resources: Ensure employees have the tools and resources needed to succeed.
• Managerial Support: Equip managers to empathize, understand, and support their team members.
• Psychological Safety: Create spaces where employees can voice ideas, concerns, or even dissent.
• Equity: Practice vigilance against bias and ensure fair opportunities for everyone.

How Life Force Wellness Can Help

Creating a culture of belonging requires intentional leadership and often specialized support. This is where Life Force Wellness LLC steps in. Life Force Wellness specializes in helping organizations develop happier, healthier cultures by equipping leaders and employees with tools to prevent burnout and foster a sense of belonging. Our programs introduce powerful concepts like the SCARF model and help HR leaders implement strategies that nurture inclusion, psychological safety, and resilience across teams.

By teaching these concepts, we enable your workforce to navigate social stress, celebrate individual differences, and ultimately build a workplace culture where employees don’t just “fit in”—they truly belong. When employees feel that sense of belonging, burnout becomes less frequent, productivity rises, and your organization thrives.

For HR leaders, the path to reducing burnout lies in recognizing and meeting employees’ social and psychological needs. By fostering a workplace that emphasizes true belonging, we not only support employees in their well-being but also drive positive outcomes for the organization as a whole. The investment in belonging is, ultimately, an investment in the health and resilience of your workforce.