1 out of 4 of your employees feel they don't fit in. Here's why that matters, and what to do about it.

Leaders, researchers, and productivity experts talk endlessly about teamwork, but teams don’t exist just because an org chart or a boss says they do. To turn a group of individuals into a team, you need them to feel like they belong to one. To feel included is a basic human need. When we belong, we create a safe environment where everyone is willing to offer their diverse perspectives, and take in others', in service of their team and their shared objectives. 

Belonging is central to success in the modern workplace. And it’s an area where the data shows many leaders could easily improve. In fact, one in four employees feels they don’t belong at work, according to recent research from my company, BetterUp. The good news is the same research also suggests simple interventions that can increase belonging and team performance. 

Empower your team members to take control of situations of exclusion. When you sense that someone is feeling excluded or that their ideas aren’t being properly valued, don’t stay silent. Simply engaging in a conversation non-judgmentally about the situation and giving them the space to talk about their experience and feelings can actually increase their sense of belonging. Listening alone is enough to start to move the needle.

Start with something like, “I noticed that we talked right past your comment about the data on the dog-owner market. That surprised me given you owned that customer data. What did you make of that?” Never force a conversation, but if your colleague is happy to talk, you can take your intervention a step further by asking, “What would you change to make sure everyone feels included?” It is everyone’s responsibility to foster belonging.

You don’t need to wait for someone to feel excluded to take action. One of the best ways to build a culture of belonging is to remind yourself regularly of the importance of including everyone and treating teammates fairly. 

Managers and leaders play a critical role in supporting belonging and inclusion. Managers are the primary driver of employee experience — directly through their interactions and decisions and indirectly by setting the tone for the team through their behaviors. Building a culture of inclusive leadership should be central to any leadership development efforts.

Ask yourself: Am I hearing from everyone on my team? Make a list of team members and periodically track how often they comment across meetings and virtual platforms for a week. Address patterns and imbalances by being deliberate in inviting people into the discussion, slowing meetings down, or using collaborative documents or other asynchronous activities to solicit input rather than a free-for-all discussion.

As a leader, praising allies who are supportive and stick up for colleagues demonstrates you value belonging. Think of these actions as an immunization against exclusion and the damage it can do. 

Exclusion thrives in darkness. Shine a light on the problem with open conversation and you’re likely to see problems of lack of belonging diminish. Encourage team members to reflect on their own experiences of exclusion and to discuss how to better help others who face similar challenges.

These interventions are straightforward. The only trick is having the courage to actually do them, and the earlier you start, the more benefits you’ll see. Rather than attempting to repair damage caused by exclusion, be proactive. Sow the seeds of belonging in your workplace now by reflecting on the value of belonging and beginning thoughtful conversations around the topic.

That can be harder than it appears on paper, so if you’re nervous about how to proceed, a coach or other trained pro can help guide you. The research is clear that this small investment in belonging will pay off in higher performance and well-being down the road.

This article originally appeared on Entrepreneur.com. Copyright 2021 by Entrepreneur Media, Inc. All rights reserved.