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How to Make Belonging a Priority and Increase Engagement, Productivity, and Well-Being

There's nothing more powerful than a human being who believes that they matter. Research shows that feeling like we're a significant part of the world around us is critical for motivation, fulfillment, and well-being. Yet, studies also show that many people in our organizations, schools, and communities feel insignificant and undervalued.

The power lies in the ability to make people feel they matter. When you help a team feel like they belong, you do not just increase their engagement and productivity: You create a chain reaction of positive change that impacts every aspect of their lives. This can have a tremendous impact on an organization's bottom line; when employees believe they matter, they are more likely to go the extra mile for their company.

Creating a psychologically safe space is one way to make everyone feel like they belong. This involves checking in with people, empowering them to be their authentic selves at work, and asking for input. When team members feel that they can trust you and that you care about them, they will be more likely to open up and share their ideas.

Another way to make people feel like they belong is by giving them a voice. Ask for input from team members on important decisions, both big and small. When individuals feel that they are being heard, they feel valued and appreciated. This can go a long way in increasing engagement and motivation.

Finally, remember that everyone is different. What matters to one person may not matter to another. be open to people's differences and celebrate them. When team members feel accepted for who they are, they will feel more connected to the group and more likely to contribute their best work.

Creating a sense of belonging is essential for team success. By creating a psychologically safe space, giving people a voice, and embracing their differences, you can make everyone feel like they belong. This will increase engagement, productivity, and well-being for all. For more on this topic, please visit

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