Remember when companies thought free fruit bowls, ping-pong tables and yoga-at-lunch were the magic fix for engagement? Cute, but let’s be honest.. no one stays in a job because of the banana basket.

Perks are nice-to-have. Belonging is need-to-have.

Here’s the thing

Perks are about transactions. They’re a way of saying: “We’ll give you this… in return for your loyalty and hard work.”

But belonging? That’s about connection. It says: “You’re valued because of who you are, not just what you do.”

When belonging is missing, even the best benefits package feels hollow. You could offer free holidays, unlimited snacks and every wellbeing app under the sun, but if people don’t feel heard, respected or included, it won’t stop the quiet quitting.

Why belonging hits harder

Belonging isn’t fluffy. It has a measurable impact. Teams with high belonging show higher trust, greater creativity, and lower turnover. People are more likely to share new ideas, challenge bad decisions and take risks because they feel safe doing so.

Think about it: would you ever pitch a bold idea if you thought your manager would laugh it off? Belonging removes that barrier. It creates a space where people feel comfortable showing up as themselves and that’s where performance actually takes off.

Perks get people talking. Belonging gets people contributing.

So what can leaders do?

The shift from perks to belonging doesn’t require a full-scale HR overhaul. It’s built in everyday, often invisible, moments:

• In meetings: Bring quieter voices in. A simple “I’d love to hear your view on this” shows people they’re not just a seat at the table, they’re a voice worth hearing.
  
• In leadership: Admit when you don’t know something. Vulnerability isn’t weakness; it creates space for collaboration.
  
• In recognition: Don’t wait for performance reviews. Catch people doing good work in the moment. Recognition lands harder when it’s specific and timely.
  

These micro-actions don’t cost a penny. But they create the kind of culture where people feel connected, seen and valued.

The shift we need

2025 isn’t about who’s got the flashiest office or the coolest perk list. Employees are tired of surface-level gestures. They’re looking for belonging. A culture where trust, safety and genuine care outweigh a shiny benefits brochure.

It’s not that perks don’t matter. They’re just not the differentiator anymore. Belonging is. And the organisations that figure this out will be the ones people choose to stay with and thrive in.