Community Building at Work in the Cognitive Age: Ideas for HR Leaders

Work has changed exponentially – just in this decade. Employees are more dispersed, digital collaboration is the norm, and teams are navigating a world where AI and automation are reshaping daily workflows. But even as technology evolves, one thing remains constant – people crave purpose, belonging, and connection in the workplace.

For HR leaders, building an environment where employees feel connection has become a business imperative. A strong sense of community fuels engagement, strengthens retention, and fosters innovation. Without it, employees become isolated, trust erodes, and turnover spikes. Cigna research has shown that workplace loneliness can be as damaging as smoking 15 cigarettes a day, and study after study confirms that teams who foster psychological safety are more innovative and high-performing.

At Workhuman Live, community is at the core of everything we do. It is the red thread that runs through every keynote, panel, and networking moment at our event. Year after year, speakers like Brené Brown, Adam Grant, and Trevor Noah remind us that connection, employee recognition, and belonging are much more than soft skills. Community is the foundation businesses need to thrive. 

What is building a community at work and why do we need to address it?

What makes people stay at a company? Competitive pay and benefits matter, but time and again, research shows that a strong sense of community is one of the biggest drivers of engagement and retention, even for remote workers. Employees don’t just want a job – they want to feel like they belong.

But community at work goes beyond social events or team-building exercises. It’s also about creating an environment where people feel connected, valued, and part of something bigger. It’s the relationships that form through shared experiences, the trust and loyalty that builds when people feel safe to speak up, and the sense of purpose that comes from knowing their contributions matter.

Three-time Workhuman Live speaker Brené Brown puts it succinctly, “Connection is why we’re here; it is what gives purpose and meaning to our lives.”

Research backs this up:

• According to Gallup, an employee who says they have a best friend at work is 7x more likely to be engaged.
  
• A recent study by Canva found that 88% of employees believe it’s important for their company to prioritize building a culture that values appreciation, yet only 72% feel their company has done so.
  
• Workhuman Live Forum speaker Amy Edmondson has found that psychological safety – where employees can safely speak up – increases innovation and trust within teams. 

In the workplace, connection among community members is essential for fostering innovation, collaboration, and long-term success. Without an intentional effort to build strong workplace communities, employees can feel disconnected, leading to lower engagement, weaker collaboration, and increased turnover. The good news? HR leaders have the power to create cultures of belonging that bring people together, no matter where or how they work.

The impact of workplace isolation and disengagement on employee wellbeing

Without an intentional effort to build community at work, rallying around a common experience and purpose, employees can feel disconnected and unsupported, leading to higher turnover and lower engagement.

• Research by McKinsey has shown that the top reasons people quit their jobs are not feeling valued (54%) and not feeling a sense of belonging at work (51%).
  
• A BetterUp report found that 69% of employees aren’t satisfied with their opportunities for connection at work.
  
• Cigna research has found that lonelier employees are more likely to experience burnout, absenteeism, and higher turnover.
  

This goes beyond parties or internal social networks. It means truly seeing each other at work, celebrating milestones, and sharing appreciation, mutual goals, and a common purpose that connects us on an emotional level.

As writer Johann Hari has said, “Loneliness isn’t the physical absence of other people – it’s the sense that you’re not sharing anything that matters with anyone else. If you have lots of people around you…perhaps a family or a busy workplace – but don’t share anything that matters with them, you’ll still be lonely.” 

In the next two sections, we’ll explore the risks and rewards of building community.

8 risks of a weak workplace community

When community is missing from the workplace, it hits hard. Employees who feel disconnected are less engaged, less productive, and more likely to leave. Without an intentional focus on fostering connection, workplace culture can default to isolation, competition, and disengagement.

The consequences go beyond individual wellbeing. Companies with weak workplace communities experience higher turnover, lower innovation, and difficulty navigating change. 

Here are eight risks organizations face when they fail to build a strong sense of community:

1. Remote and hybrid work can make people feel excluded from informal networks. Without intentional inclusion, even in-office employees miss out on organic relationship-building among employees.
   
2. Lack of open communication creates silos and erodes trust. When teams don’t feel connected, collaboration becomes transactional, and trust diminishes.
   
3. Low recognition leads employees to feel undervalued. Without regular feedback and appreciation, employees disengage and feel replaceable.
   
4. Increased burnout and stress. Employees who don’t feel supported by their teams are more likely to experience exhaustion and emotional fatigue.
   
5. Greater resistance to change. In workplaces lacking a strong community, employees are more likely to view change as a threat rather than an opportunity.
   
6. Reduced innovation and knowledge-sharing. Without psychological safety and camaraderie, employees are less likely to contribute new ideas or take creative risks.
   
7. Weakened employee advocacy. Employees who feel disconnected from their workplace are less likely to recommend the company to others or advocate for its mission.
   
8. Higher absenteeism. Studies show that employees with weak social connections at work take more sick days and have lower overall attendance.
   

The good news is these risks aren’t inevitable. Organizations that proactively foster a sense of belonging create workplaces where employees can feel part of the team and are motivated to do their best work.  

5 benefits of a strong community at work

Have you ever worked somewhere that just felt… different? A place where people looked out for each other, ideas flowed freely, and each different team member – from frontline employees to leadership – felt like they were working toward the same goals? That’s the power of a strong workplace community.  

Building a solid sense of community has tangible business benefits that impact engagement, retention, productivity, and wellbeing. Organizations that prioritize it create a culture where employees feel valued and connected.

1. Increased employee engagement and productivity

When employees are connected to something bigger than themselves, they’re naturally more engaged. A thriving workplace community helps people feel invested in their work, their teams, and the company’s mission. Research from Gallup shows that highly engaged teams experience 23% higher profitability and 18% higher productivity compared to disengaged teams.

Adam Grant has likewise emphasized that “a sense of belonging and psychological safety doesn’t just make work better – it makes people better at work.” When employees are psychologically safe and connected, they’re more likely to take initiative, contribute ideas, and work collaboratively to solve problems.

2. Lower turnover and higher retention

Employees rarely leave companies where they feel deeply connected and valued. A sense of community fosters loyalty, making it far less likely that employees will look elsewhere for fulfillment. The Businessolver 2024 State of Workplace Empathy report found that 77% of employees would work longer hours for an empathetic employer, and 60% would take a pay cut to work for one. That’s how powerful feeling seen and supported can be.

Returning Workhuman Live 2025 speaker Trevor Noah put it best: “People don’t leave jobs – they leave workplaces that don’t make them feel seen.” Organizations that cultivate strong relationships and belonging don’t just keep employees – they inspire them to stay and grow.

3. Improved psychological safety, trust, and belonging

Innovation, risk-taking, and creativity don’t happen in a vacuum. To transform your workforce, you’ll need an environment where employees are safe to share their ideas, values, even a hobby, without fear of judgment or punishment. Google’s Project Aristotle found that the highest-performing teams all had one thing in common: psychological safety – the ability to be vulnerable without fear of negative consequences.

Brené Brown has said, “Trust is earned in the smallest of moments.” The small, everyday interactions – checking in on a colleague, recognizing someone’s hard work, or giving a voice to those who may not always speak up – are what build trust over time. A culture of community fosters that trust, making employees more likely to engage, collaborate, and contribute.

4. Stronger collaboration and knowledge-sharing

A workplace where people feel connected is a workplace where people share– ideas, expertise, and support. When employees are part of a team, they’re more willing to mentor, collaborate, and help each other grow. This is where Employee Resource Groups (ERGs) and internal communities of practice can be game-changers, creating structured spaces for peer learning and professional development.

Past Workhuman Live speaker Viola Davis has said, “The strongest communities are built when people feel seen and heard.” When organizations encourage open dialogue and shared learning, they strengthen not just individuals, but the entire team. A strong community ensures that knowledge and expertise don’t stay siloed but are passed along, helping teams evolve and adapt.

5. A healthier, more inclusive workplace culture

Great culture is great for wellbeing. Feeling connected to coworkers helps reduce stress, improve mental health, and create an overall healthier work environment. 

Former Workhuman Live speaker Arianna Huffington has long advocated for “bringing humanity back to the workplace,” emphasizing that wellbeing and connection should be at the core of workplace culture. When organizations prioritize community, they create a supportive workplace where employees feel valued– not just for what they produce, but for who they are.

When people feel like they belong, they bring more energy, creativity, and passion to their work. They stay longer, perform better, and contribute more. In a world where uncertainty and change are constant, a healthy community at work is one of the most powerful ways to build resilience, foster innovation, and keep employees engaged.

How HR can create a sense of community at work

HR leaders are the architects of workplace culture. They set the stage for connection by designing systems and processes that help employees feel valued and heard. More than ever, HR has the opportunity – and responsibility – to shape workplaces where people feel like they belong. 

Some of the most impactful ways HR can cultivate community include:

• Encouraging peer-to-peer recognition. Recognition strengthens relationships by reinforcing the idea that everyone’s contributions matter. A culture of appreciation is a culture of connection.
  
• Supporting employee groups and ERGs. These groups create safe spaces for employees to connect over shared identities and experiences, strengthening belonging.
  
• Fostering open communication. When employees feel safe to speak up, they build trust. Creating structured opportunities for dialogue– such as town halls or anonymous feedback channels – ensures all voices are heard.

Trevor Noah, who is returning as a Workhuman Live speaker in 2025, has emphasized that great workplaces are ones where “people lift each other up.” HR can embed this philosophy into company culture by ensuring employees feel seen, valued, and supported every day.

Practical ideas and tips to build community and create an inclusive organizational culture

When we say create community, we don’t mean forcing employees into mandatory social events or scheduling endless team-building exercises. Instead, we mean fostering real human connection in ways that feel authentic and meaningful.

1. Encourage employees and managers to recognize work, share gratitude, and celebrate milestones

Recognition builds community in the workplace. When employees and managers regularly acknowledge each other’s efforts, it strengthens bonds, builds trust, and creates an environment where people feel valued. One of the best ways to make that happen is through consistent, meaningful recognition.

And employees agree: That Canva study we mentioned earlier found that 94% of employees who feel highly appreciated say they love their workplace.

2. Encourage informal connections among team members

Not all connection-building happens in meetings. Some of the most valuable relationships form through hangouts – casual interactions – chatting before a call starts, catching up over coffee to share expertise, or bonding over shared interests.

HR leaders can make space for these moments by:

• Encouraging informal team-building activities, whether in person or virtual.
  
• Building activities and creating physical or digital spaces for employees to connect outside of work tasks.
  
• Supporting shared-interest groups, like running clubs, book circles, or volunteer projects.
  

Small moments of connection add up to a more engaged, collaborative workforce.

3. Foster leadership involvement to create a community around work

Leaders play a critical role in workplace culture. If they model connection, collaboration, and empathy, employees will follow suit.

That’s why it’s crucial to train managers and executives on how to foster community. Encourage them to:

• Participate in team-building activities alongside employees.
  
• Make time for informal check-ins with their teams.
  
• Recognize and celebrate employees’ contributions regularly.
  

Adam Grant, a three-time and 2025 Workhuman Live speaker, has emphasized that “the best workplaces aren’t led from the top down, but built through trust and collaboration.” In a recent TED podcast, with Workhuman Live Forum speaker Amy Edmondson, both Edmondon and Grant reinforced that workplace culture isn’t something that just happens – it’s what leaders must intentionally create. Without proactive efforts, companies risk defaulting to disconnection.

Building internal and external communities of practice

HR leaders can foster community not just within their organization, but also by connecting with broader professional networks that offer practical tips for all levels of leadership. Strengthening both internal and external communities helps organizations stay resilient, adaptable, and future-focused.

How to build internal communities of practice

A strong internal community supports employees in team building and learning from one another, collaborating across teams, and sharing knowledge. HR can help create an environment where employees have belonging by:

• Establishing mentorship programs. Encouraging employees to exchange expertise helps build a good community of growth and support.
  
• Creating channels for employees to have conversations. Whether through digital platforms or regular in-person meetups, employees need structured ways to connect and collaborate.
  

Leveraging recognition platforms. The Workhuman Culture Hub is a great example of how companies can highlight stories of teamwork, impact, and achievement.

How to build external communities of practice

HR professionals need connection, too. Having a trusted network of peers provides an essential support system for sharing ideas, solving challenges, and staying on top of workplace trends.

One of the best ways to build an external community? Attending Workhuman Live.

Adam Grant has noted that “learning happens best in conversation, not isolation.” By engaging with fellow HR leaders and industry experts, professionals can exchange real-world strategies and ideas for building community.

Investing in both internal and external networks ensures HR teams have the knowledge, support, and inspiration they need to build meaningful connections.

Attending Workhuman Live: Foster a sense of purpose, connection, and belonging

The sessions at Workhuman Live are incredible. The speakers are brilliant. The insights are cutting-edge. But the real magic? It’s in the meaningful connections – with HR leaders, change-makers, and culture-builders who come together not just to learn, but to share, connect, and support one another in the world of work.

Ask any past attendee, and they’ll tell you – the most powerful moments don’t just happen on the main stage. They happen in the hallways, over coffee, during a walk between sessions. They happen in the moments when someone shares a story that sounds exactly like what you’ve been going through. When a peer offers a fresh perspective that reframes a challenge you’ve been stuck on. When you realize you’re not on this journey to transform your workplace alone.

The conversations with our community at Workhuman Live “are so helpful to know that you’re not alone and there are folks in HR dealing with those same issues,” said an attendee.

And this sense of community isn’t just something you feel – it’s something you carry with you. Year after year, attendees return, not just for the content, the workshops, or even the yoga classes – but for the camaraderie, the social connectedness, and the energy of being surrounded by people who believe in making work better, more human, and more connected.

And if you’re looking for a way to truly experience the power of connection and community in the wild, you won’t want to miss the Gratitude Bar – a space where appreciation takes center stage, and you can see firsthand how appreciation transforms community.

So yes, the speakers will inspire you. The sessions will challenge you. But the real reason to come to Workhuman Live? The people you’ll meet. The stories you’ll hear. The connections you’ll build or discover how to build.

If you’re ready to be part of a community of people with similar values that lifts each other up, shares real solutions, and reimagines the future of work together – then break the ice and join us. Bring your team to experience community-building in action.

Take the initiative, and register now to lead by example and become a part of our Workhuman Live community.

About Darcy Jacobsen

Darcy is a passionate storyteller and champion of workforce transformation, human connection, and recognition-driven culture. As an author on the Workhuman Live Blog, she loves to connect deep research insights with modern workplace dynamics to uncover what really drives engagement, belonging, and happiness at work. With a background in communications and a master’s in medieval history, she brings a unique perspective to her writing, taking deep dives into all topics around organizational psychology and the science of gratitude.