Connection and Belonging: The Two Pillars That Turn Retention Into Loyalty

By Tanya Andrews, Founder of Trellis Collective

There was a time when workplaces didn’t talk about connection or belonging. You showed up, did your job, and got paid. That was the contract. But for Gen Z, especially early career women, that version of work simply doesn’t cut it.

Today’s talent is not just asking what they’re doing at work, they’re asking why it matters, who they are doing it with, and where they fit in. That’s why these two pillars: connection and belonging, are foundational for retention, motivation, and long-term loyalty. 

Let’s break them down, and most importantly, talk about how they build on each other.

Connection

At its core, connection is about being seen, heard, and valued. It’s the moment a graduate walks into a team meeting and feels like their contribution matters. It’s when they can ask a question without fear of being judged, when someone remembers their name, or when they’re invited to grab a coffee and talk about their career goals.

But connection doesn’t happen by accident. Especially for early career women in male-dominated industries, connection must be facilitated. That’s where the A.R.C. framework comes in:

• Access: Don’t assume early career women will seek out support or community. Create access to mentors, peers, and leaders proactively, and do it in ways that don’t add to their workload or make them feel like they’re stepping out of line.
• Repetition: A one-time lunch or occasional event isn’t enough. Connection requires consistency. Regular, predictable touch-points create trust and psychological safety.
• Commonalities: Connect early career women not just by gender, but by shared skills, roles, values, or locations. There is value in affinity groups, but don’t let that be the only strategy. They should also connect with others who understand their professional landscape.

When done well, connection increases a sense of safety, learning by proxy, access to informal information, and role modelling. It helps early career women understand where they fit, and gives them the confidence to participate more fully.

But connection is just the start.

Belonging

Belonging is deeper. It’s what happens when connection becomes embedded, consistent, and emotionally resonant. It’s the difference between "I know people here" and "I matter here."

Brené Brown defines belonging as the innate human desire to be part of something bigger than ourselves. In the workplace, that translates to feeling welcomed, included, and understood. It’s about being accepted as you are, while still being encouraged to grow.

For early career women, belonging comes when:

• They feel known: Their peers and leaders understand what matters to them, what their priorities are, and how they like to work.
• They feel welcomed: From onboarding through to team rituals, there is a clear message that you are not just allowed to be here, you’re wanted here.
• They feel included: They can speak up, disagree, and be authentic without fear of judgment or exclusion.
• They feel aligned: They see their values reflected in the organisation’s mission, culture, and leadership.
• They feel supported: Personally and professionally, they are offered both challenge and care.

Belonging isn’t just good for morale. It has a direct link to motivation, resilience, and retention. Employees who feel like they belong are more likely to:

• Go above and beyond in their roles.
• Ask for help when they need it.
• Stay during hard seasons, not just good ones.
• Advocate for the company and recommend it to others.
  
  

Why It Matters More Than Ever

For early career women in traditionally male environments, connection and belonging aren’t optional extras. They are essential. Without them, workplaces feel unsafe, isolating, and transactional. And when that happens, women leave.

But when connection is intentionally designed, and belonging is actively cultivated, everything changes. Loyalty increases. So does performance. So does the chance they’ll raise their hand for the next opportunity rather than raise the white flag.

So, don’t just ask if your early career women are connected. Ask if they feel like they belong. Because that shift: from contact to community, from connection to belonging, is where retention becomes loyalty.

And that’s the foundation every future-focused company needs.