In a remote work environment where employees are experiencing cultural shifts, the concept of "belonging" becomes crucial. People need connection and the assurance that they are valued as integral members of the organization. In this regard, a few recommended actions are as below; Ensure that employees feel that they are genuinely accepted in the organization. Ensure that employees feel safe to express their ideas, ask questions, and make mistakes without the fear of being judged. Ensure that employees feel aligned with the organization’s mission and values. Ensure that employees feel that they can be their true selves at work Ensure that all employees have equal access to opportunities, resources, and support to succeed.

Sometimes we forget remote teams just mean people in other places you do not see face to face. To ensure everyone is included set up all your systems as if everyone is "remote". Have people on laptops speaking into a teams meetings even if they are in the same room with guidelines around that of course (ie be "present") and utilise the technology such as collab spaces in the meeting, whiteboards and break out rooms. This simple tip may drive further connection as in this type of forum everyone gets a voice just in differing ways. Being aware of everyone and how people work is a leaders responsibility and a leader needs to set the tone to ensure they lead by example,

To help your remote team feel like they belong during a culture change, it’s important to give them strong support and the resources they need. This means being clear in your communication, offering relevant training, and providing emotional support to help them adjust to the changes confidently. I've dealt with an employee who was really struggling but didn’t feel comfortable sharing their concerns in a group setting. I noticed and I reached out to them personally. They had a lot of concerns and just needed answers. By taking the time to listen and address their issues, I was able to help them feel more secure and supported, which made a big difference in their ability to adapt to the changes.

Cultivating belonging in teams, remote or hybrid, is situational and contextual. Therefor evolving and fragile. Outside of building affinity with each other by seeing each as humans, I have found that mapping out the boundaries of expectations works wonders. What is a team member able to offer, and how does that relate to what he/she wishes to offer? What expectations do others in a team hold for themselves and for others? And what expectations does the organization have of them? This creates a playfield with known boundaries and compromises. And a voice for each to manage this environment.