McLean & Company, a global HR advisory firm, has released new research underscoring belonging as a critical factor in shaping organizational success. In a climate marked by loneliness, disconnection, and constant change, the firm emphasizes that cultivating belonging can significantly impact individual, team, and enterprise outcomes.

Why Belonging Matters in Today’s Workplace

The report, Unlocking Belonging in the Workplace, reveals that fostering authentic connections directly influences business performance. Yet, belonging remains one of the most overlooked areas of HR investment despite its measurable impact.

  • Employees who feel comfortable being themselves at work are 5.7x more likely to be engaged and 70% more likely to stay with their organization (McLean & Company Engagement Survey, 2021–2024).
  • Employees who feel their contributions matter are 3.5x more likely to manage stress effectively.
  • Teams in organizations investing in belonging are 54% more likely to rate revenue growth highly (McLean & Company HR Trends Survey, 2025).

Despite these benefits, only 31% of HR leaders report increasing investments in belonging initiatives, showing a significant gap between potential and practice.

Belonging as a Designed Experience

McLean & Company highlights that belonging cannot be left to chance—it must be deliberately designed and embedded across HR practices such as recruitment, performance management, learning, and employee feedback systems. In hybrid and distributed workplaces, intentional strategies are especially crucial to ensure employees remain connected.

“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.

A Personalized Approach to Belonging

The research emphasizes that belonging is deeply personal, shaped by cultural background, work type, lived experiences, and individual needs. For some, it stems from team relationships; for others, it’s rooted in meaningful work, aligned values, or flexibility. A one-size-fits-all approach is ineffective—organizations must listen actively and tailor belonging strategies at all levels.

Framework and Support for HR Leaders

McLean & Company offers a research-backed framework to strengthen belonging through strategies such as:

  • Listening to employees at every level.
  • Building belonging-related skills in leaders and teams.
  • Embedding belonging into everyday organizational practices.

The firm also provides tools, reflection exercises, implementation guidance, and advisory support to help HR leaders move from awareness to action. Its wellbeing-focused offerings—such as wellness surveys, focus groups, and workshops—integrate belonging as a pillar of organizational health.

To explore the full research and actionable insights, visit McLean & Company.

Explore HRtech360Hub for the latest trends in human resources technology and workplace innovation.