New research from McLean & Company reveals that employees who feel comfortable being themselves at work are 5.7 times more likely to be engaged and 70% more likely to stay with their organization. Despite these findings, only 31% of HR leaders report increasing investment in belonging-related initiatives.
The Toronto-based global HR advisory firm published its findings as workplace loneliness continues to rise across the workforce. The research identifies belonging as a critical driver of individual, team and organizational success, particularly in hybrid and distributed work environments.
Key findings link belonging to business outcomes
The study, titled “Unlocking Belonging in the Workplace,” analyzed data from McLean & Company’s engagement surveys conducted between 2021 and 2024. The research found that employees who feel their contributions are important are 3.5 times more likely to handle stress effectively.
Teams reporting their organization is increasing investment in employee belonging are 54% more likely to highly rate their organization’s revenue growth, according to McLean & Company’s 2025 HR Trends Survey.
The research defines belonging as how individuals feel seen, heard and connected at work. The firm’s analysis shows that belonging varies among employees based on cultural background, employment type, lived experience and personal circumstances.
Organizations must design belonging intentionally
McLean & Company’s research indicates that belonging doesn’t happen by chance, particularly in hybrid workplaces. The firm’s insights provide guidance on how organizations can create connections by embedding belonging into talent practices, from hiring and performance management to learning and development.
“Belonging is a unifying force in a divided and disconnected world. It’s about creating the conditions for people to connect and contribute meaningfully, be more resilient through complexity, and thrive together,” said Elysca Fernandes, director of Human Resources and Advisory Services at McLean & Company.
The World Health Organization and U.S. Surgeon General have both identified loneliness as a public health concern, highlighting the importance of strengthening connection and community at work.
Framework addresses varying needs
The research acknowledges that belonging means different things to different employees. For some, belonging may be rooted in team relationships, while for others it’s found in meaningful work, aligned values, or flexibility and autonomy.
This variability makes a one-size-fits-all approach ineffective and highlights the importance of listening for what drives belonging at all levels, according to the firm’s findings.
McLean & Company offers a research-backed framework to help organizations build employees’ sense of belonging, from listening strategies to building belonging skills.
Research available to members
The “Unlocking Belonging in the Workplace” research is now available to McLean & Company members and includes reflection tools, implementation guidance and advisory support to help HR and organizational leaders move from awareness to action.
The firm’s wellbeing-focused offerings, including workplace wellness surveys, employee focus groups and wellbeing workshops, explore belonging as a key driver of organizational health.
