Belonging means people can fully engage at work. It shows up in daily behaviour and results. Subscribe for weekly plays leaders can use.
Welcome
I’m Andrea D. Carter. Belonging means people can fully engage at work.
It is visible in daily behaviour and results.
Subscribe for weekly plays.
What Belonging Measures
We measure Belonging with five indicators, in order: comfort, connection, contribution, psychological safety, wellbeing.
These are relational, not private feelings. They live between people and inside systems.
Belonging is not fitting in. Fitting in requires people to adapt to be accepted.
Belonging invites mutual accountability. It is a 50/50 model built through action.
Your part is twofold. Anchor yourself in the five indicators. Then cultivate them around you.
We assess across identity, role, and structure.
The goal is not to make people fit in. The goal is to build systems where everyone can belong.
The Five Indicators
Comfort
You are seen. Expectations are clear. Workload is fair. Conditions allow you to succeed. People do not shrink to survive.
Connection
People are known, trusted, and aligned. Touchpoints are steady and useful.
Contribution
Value is recognized and applied to outcomes. Work ties to purpose and skills.
Psychological safety
People speak up without fear. Risks and errors surface early.
Wellbeing
Capacity and support match the ask. Time, tools, and recovery sustain performance.
These conditions raise trust, speed, and quality. Teams move cleaner and make fewer errors.
50/50 Accountability and Next Steps
Belonging is shared work. You anchor yourself in these five indicators. You shape the environment so others can do the same.
Use one self-action and one system action each week.
Measure, monitor, and evolve.
Read next
What is belonging at work
How to run a 30-minute belonging check-in
Fitting in vs belonging
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Share with me:
What indicator will you strengthen first: comfort, connection, contribution, psychological safety, or wellbeing?
