Why People Quit Even When They Love Their Job

How to Build a Team Culture That Fosters Belonging and Commitment

I once had a talented employee—one of the best on my team—who unexpectedly resigned. When I asked why, he didn’t say it was about salary, workload, or even the job itself.

He simply said: “I never really felt like I fit in here.”

That was a wake-up call.

People don’t stay in workplaces where they feel like outsiders. No matter how good the role, the benefits, or the pay, if someone doesn’t feel like they belong, they won’t fully engage. And sooner or later, they’ll leave.

As leaders, we often focus on engagement, performance, and motivation. But underneath all of that is something even more fundamental: belonging. If your team doesn’t feel like they truly belong, their best work—and their long-term commitment—will always be at risk.

What a Lack of Belonging Looks Like

🚫 Employees keep their heads down. They do their work but don’t fully engage in team discussions or decisions.

🚫 People don’t share ideas freely. They hesitate to speak up, afraid they won’t be heard or valued.

🚫 Turnover is higher than expected. Even strong performers leave, not because of the work, but because they don’t feel connected to the team.

🚫 There’s an “in-group” and an “out-group.” Some people naturally click, while others feel excluded from key conversations or social bonds.

How to Build a Stronger Sense of Belonging on Your Team

✔ Make inclusion intentional. Don’t assume everyone feels like they belong—actively create space for them. This means engaging quieter voices, inviting diverse perspectives, and ensuring no one feels overlooked.

✔ Show appreciation beyond performance. People want to be valued for who they are, not just what they do. Get to know your team members on a personal level.

✔ Create traditions and shared experiences. Whether it’s regular team check-ins, recognition moments, or informal gatherings, rituals help people feel part of something bigger.

✔ Encourage authenticity. If employees feel like they have to “fit a mold” to be accepted, they won’t feel like they truly belong. Show that differences are strengths, not barriers.

✔ Model vulnerability as a leader. When you share your own challenges, uncertainties, and growth areas, you signal to your team that it’s safe to be real.

Try This Today: The “Who’s Missing?” Check

At your next team meeting, take a step back and ask yourself:

👉 Who hasn’t spoken up?
👉 Who doesn’t seem fully engaged?
👉 Who might be feeling like an outsider?

Then, take action. Invite their input. Ask them for their perspective. A small effort to include someone can have a massive impact on their sense of belonging.

Lead Forward by Strengthening Connection

People don’t commit to companies—they commit to teams. And the best teams aren’t just places to work; they’re places where people feel seen, heard, and valued.

In Lead Forward!, I break down how to build a leadership approach that fosters deep connection and lasting commitment. Because when people belong, they don’t just stay—they thrive.