Belonging Isn’t a Bonus: Why Relationships Are the Real Workplace Strategy
Have you ever worked somewhere that made you feel like a ghost? You showed up, did your job, kept things running—but still felt invisible? Maybe no one ever asked how you were doing, or worse, you spoke up and were met with blank stares (or punishment). It’s the workplace version of being Toby from The Office—present but perpetually ignored, unless something goes wrong.
Spoiler alert: You deserved better. We all do.
🧠 Belonging Isn’t Fluff—It’s Strategy
We talk a lot about mission and values in the nonprofit world. But if we’re serious about those values, we have to live them inside our organizations—not just out in the community. That starts with relationships.
Belonging and connection at work improve:
Retention
Performance
Innovation
And (this one’s big) mental health
A connected team is more than coworkers—it’s a community. One that can handle hard conversations, celebrate wins, and pick up the slack for each other when life happens. And if you're leading a nonprofit, you're not just managing tasks—you’re shaping culture.
🚩 The Red Flags: A Real-Life Anti-Example
I once worked for a nonprofit where frontline staff were seen as replaceable, and only senior leadership’s ideas were considered. No one asked for feedback. No one listened when we gave it. At one point, a coworker was creating a hostile work environment—refusing to work, calling people names, and posting nasty things about teammates on social media. When leadership was informed, they didn’t offer support or set boundaries. They promoted that person. The employees being harassed? They ended up quitting.
It was giving The Devil Wears Prada energy—but without the fashion or professional growth. Just vibes and fear. And no amount of PTO or pizza parties can make up for that kind of environment.
🌱 What Good Looks Like
Now contrast that with a nonprofit where I saw real belonging in action:
Each team held weekly check-ins where every voice mattered
Team leaders took feedback directly to senior staff
Coffee or lunch breaks were scheduled—not for productivity, just for connection
Leadership actually listened, adjusted schedules, provided training, and even got us a water bottle filling station when staff asked
That workplace wasn’t perfect (no place is), but people stayed. They cared. They collaborated. They brought their full selves to the mission because they knew they mattered.
If the toxic org was The Devil Wears Prada, this one was The Bear—intense, yes, but honest and human and invested in the people making the magic happen.
💬 So What Can You Do?
If you’re in a leadership role, ask yourself:
Do your employees feel seen, heard, and valued?
Do your processes support connection or silence?
Have you made time for community, not just deliverables?
Relationship-building doesn’t have to be expensive or complicated. It can look like:
Regular team meetings with space for input
Buddy systems for new staff
Leadership modeling vulnerability and listening
Space for fun, rest, and appreciation
Even one step toward belonging can make your organization a better place to work—and a stronger force for good.
🤝 Let’s Build Community Together
Your people are your greatest asset. And if you’re not sure how to make belonging part of your culture, I can help.
📩 Book a consult
🧠 Reflect on your current practices (here’s a handy reflection one-sheet)
💗 Start small—but start now
Because no one should feel like just another cog in the Monsters Inc. scream machine. Let’s build a workplace that works for people—not just productivity.