The rise of remote and hybrid work has reshaped organizational dynamics, with implications for how employees develop a sense of belonging. The COVID-19 reshaped employment trends, increasing the prevalence of remote work. The number of remote workers rose from 13% in 2020 to 27% by 2022 worldwide (Statista, 2025). The preference for remote work is reflected in global surveys, where 71% of workers expressed a desire for a fully remote work (Statista, 2024). Currently, around 27% of the U.S. workforce continues to work remotely, with over 70% of them preferring remote work over returning to office (Statista, 2024). While remote work offers flexibility, it results in isolation and diminished interpersonal connections, undermining psychological well-being, and commitment (Buffer, 2022). The need to belong has been recognized as a fundamental human drive (Baumeister & Leary, 1995), but developing a sense of belonging in remote work contexts is far more complex than simply avoiding exclusion. This research aims to uncover the mechanisms through which remote and hybrid employees develop a sense of belonging, emphasizing the roles of individual and social factors. The goal is to provide insights that help managers facilitate belonging among remote employees by understanding how they form connections within organizations. Using a qualitative approach, 17 semi-structured interviews were conducted. Initial findings highlight the role of leadership presence, personalized onboarding, and opportunities for social interaction in fostering belonging. Actions such as virtual coffee chats, culturally inclusive onboarding activities, and team-building events were identified as key strategies for meaningful connections and inclusivity.
