The Part of Sense of Belonging Nobody Talks About

As higher-ed professionals, we spend countless hours helping students feel that they matter, that they’re seen, and that they belong on our campuses. We talk about belonging as a cornerstone of student success and for good reason. Students who feel connected to their institution are more likely to persist, engage, and thrive.

But belonging isn’t a one-way street. The same human needs that drive our students’ sense of belonging also apply to us, the college employees. When employees feel valued, supported, and connected to each other, they're more collaborative, more creative, and better able to serve students. Creating a culture of belonging on campus means extending those same principles inward—to each other.

What Is a Sense of Belonging?

In higher education research, Sense of Belonging refers to the feeling of being accepted, respected, included, and supported by others in a given community. Terrell Strayhorn’s work identifies belonging as both a basic human need and a critical condition for success.

Belonging can be thought of across three main dimensions:

• Social Connection: Feeling known, valued, and supported by others.

  
  

• Mattering: Feeling that who you are is recognized and that you contribute to the community.

  
  

• Environmental Fit: Feeling that your values and efforts align with the mission and culture of the organization.

When these dimensions come together, people don’t just work at a college. They belong at it.

Why Staff Belonging Matters

For advisors, coaches, and other student-success professionals, feeling a sense of belonging at work is a multiplier. When we feel connected and valued, we communicate better across departments, share strategies more freely, and demonstrate the very behaviors we want our students to emulate.

Conversely, when we feel isolated or unseen, our energy narrows. We protect time, hoard information, and can unintentionally reinforce silos that keep both colleagues and students at arm’s length. Building belonging among staff is about breaking those silos and reinforcing the truth: we’re all part of the same mission.

Modeling Belonging: Everyday Practices That Strengthen Campus Culture

Below are a few practical ways to cultivate belonging among your colleagues, each connected to one of the three dimensions above.

1. Acknowledge and Celebrate Contributions (Identity and Mattering)

Notice when your teammate leads a successful workshop, helps a student through a complex transfer plan, or creates a new resource. Then say something.

A short congratulatory message in a team meeting, office pop-in, or simple email affirms that their identity and contributions are visible. This supports the mattering dimension of belonging, helping people feel their work and perspective add value to the collective mission. These only take a few minutes, and you can probably do a couple of them right away today.

2. Invite Collaboration, Don’t Assume It (Social Connection + Institutional Fit)

Before launching a new initiative or revising a process, pause and ask, “Who else should be part of this conversation?” Proactively inviting others builds connection and shows that the institution values shared ownership.

This practice strengthens both social connection and institutional fit, demonstrating that collaboration isn’t an afterthought but part of how we do business.

3. Respond to Their Emails (Social Connection)

Yes, even the quick ones. A simple “Thanks!” or “Got it!” or "I'm on it!" might seem minor, but it signals presence and respect. It lets your colleague know their effort or outreach was received and that they matter. Slow or absent replies can unintentionally communicate disinterest or unimportance.

Meanwhile, failing to respond to a message altogether silently chips away at trust and connection. Ghosting signals, “You don’t matter.” And when communication breaks down, students often feel the impact the most.

A quick reply—“Thanks for flagging this” or “Got it, I’ll check”—reinforces the social connection dimension of belonging. It shows others they’re seen, respected, and part of a responsive team.

4. Show Up Authentically (Identity and Mattering)

In student success roles, we often wear professional armor, trying to appear endlessly composed. But authentic vulnerability, like sharing challenges, lessons learned, or even moments of uncertainty, models the kind of openness that fuels real belonging.

Vulnerability is also a form of self-care. When we let go of pressure, we reduce emotional strain and create space for empathy and authenticity. And when we’re vulnerable, we give others permission to be, too, reminding everyone that we share common experiences, stresses, and goals.  [Additional Reading: Are We Preparing the Next Generation of Student Affairs Leaders?]

When you bring your authentic self to meetings and one-on-one conversations, you invite others to do the same. It signals that who they are matters, not just what they produce.

5. Align Your Work to Shared Purpose (Institutional Fit)

It’s easy to lose sight of the bigger picture during peak advising or registration season. Take a few moments to connect your daily tasks to your institution’s mission or strategic goals. Then, talk about that alignment with your peers.

When teams can clearly see how their efforts contribute to something larger, they reinforce the institutional fit dimension of belonging, helping everyone see themselves as part of a unified story.

A Belonging Ripple Effect

When we practice belonging with each other, students notice. They see staff collaborating, smiling, and supporting one another. They sense warmth, trust, and safety. And that sense becomes contagious. [Additional Reading: Leading a Meeting? Here are the Biggest Mistakes to Avoid]

Belonging is not just a student outcome; it’s an organizational climate. When advisors, coaches, and staff model it with one another, through small acts like replying promptly, giving recognition, or inviting others in, we create the kind of campus culture where everyone, student or staff, feels they are part of something meaningful.

Building a culture of belonging starts with us. And it starts with the next small, intentional act of connection you choose to make to a colleague today. Looking for campus-wide sense of belonging training for your employees - consider this.