Why Employees Don’t Feel a Sense of Belonging at Work Anymore

Belonging is one of the most fundamental human needs, yet it is something many employees struggle to find in the workplace. I believe this absence of belonging is one of the most significant contributors to disengagement, poor wellbeing, and declining performance across organisations today. When people do not feel they belong, they disconnect, often long before they resign.

Employees often lose their sense of belonging when they feel invisible. Their effort is unnoticed, their perspective is rarely invited, and their contribution is reduced to output rather than recognised as human input. Over time, this creates emotional distance between individuals and the organisation, weakening trust and commitment.

Empathy plays a central role in restoring belonging at work. Empathetic leadership allows leaders to understand the lived experience of their teams, including how inclusion, recognition, and psychological safety are felt on a daily basis. Belonging is not created through statements or initiatives alone. It is built through consistent leadership behaviour that signals understanding and respect.

Listening-Led Leadership is critical in this process. Leaders who listen to understand rather than to respond create environments where people feel safe to contribute. When employees feel listened to, they are more likely to share ideas, raise concerns, and engage fully with their work. Listening is one of the clearest signals that someone belongs.

Neuroscience reinforces why belonging matters so deeply. Human brains are wired to seek connection and acceptance. When people feel excluded or overlooked, stress responses increase and cognitive performance declines. When belonging is present, motivation, creativity, and collaboration improve, strengthening workplace culture and outcomes.

I have seen organisations invest heavily in diversity initiatives, engagement surveys, or cultural statements without addressing the everyday leadership behaviours that shape belonging. Without empathy and listening, these efforts risk feeling performative rather than impactful. Belonging is not built through policy. It is built through interaction.

Importantly, fostering belonging does not mean avoiding challenge or lowering standards. In fact, when people feel they belong, they are more resilient, more accountable, and more willing to stretch. Belonging creates the psychological safety required for honest feedback and growth.

Leaders who prioritise belonging will build stronger, more engaged teams. When people feel they belong, they invest more of themselves in the success of the organisation. When they do not, disengagement follows quickly. Belonging is not a nice to have but the most sustainable performance driver we have. This, my friends, is why is matters.

About Mimi Nicklin:
Mimi Nicklin is a globally recognised keynote speaker, bestselling author, and Founder of Empathy Everywhere, working with organisations worldwide through leadership development, training, keynotes, masterclasses, and webinars. Recognised as the #1 Workplace Wellbeing leader, Mimi has reached over four million people globally through her work in empathetic leadership, listening, and Listening-Led Leadership, helping organisations strengthen employee engagement, workplace culture, and performance in complex, AI driven environments. Her work reframes empathy as a critical leadership capability grounded in neuroscience and applied through practical empathy training and organisational development. With a mission to reconnect one million people by 2028, Mimi Nicklin is emerging as one of the defining human leadership voices of this decade. Find out more via www.empathyeverywhere.co or [email protected]