A team feels known when an organisation understands what they value and what they want from the organisation.

When employees open up, listen and allow them to share to help them connect. The insights gained will help your organisation develop cultural alignment.

Inclusion is more than how people socialise at work. It's accepting and valuing your employees' identities and experiences.

• Make diversity, equity, and inclusion (DEI) efforts a priority.
• Foster an environment of psychological safety so that team members feel comfortable in the way they act and speak.
• Create avenues for employees to share their thoughts anonymously.

Every employee should feel supported by their organisation, manager and teammates to empower them to succeed.

• Start by providing all team members with the tools, training, and resources to succeed.
• Provide ways for your employees to grow, such as training initiatives and clear career paths.
• Strive to establish a healthy work-life balance.

Your organisation must focus on the potential for employees to find meaningful connections. While connections between employees often happen naturally, you can also facilitate them.

• Make a diverse workforce a priority as it ensures that every individual can see themselves represented.
• Make time for team building activities.

Recognition is central to the five pillars of belonging and should be encouraged. When employees are recognised, they are five times more likely to have a strong sense of belonging.

Employee recognition takes the form of social and monetary recognition.