# Belonging pulse questions > Do people feel part of the company and valued for who they are? 4 pulse survey questions to copy. Category: Pulse question sets Canonical: https://shuffl.ai/templates/pulse-belonging ## When to use it Four questions about whether people feel included, valued and able to succeed here. Ask them to everyone, and look at results by group to see who feels left out. ## Belonging questions Each line shows the answer scale and what the question measures. ```text 1. I feel like I belong at this company. (strongly disagree to strongly agree; Belonging) 2. I am included in the conversations that matter for my work. (strongly disagree to strongly agree; Belonging) 3. My perspective is valued, even when it differs from others. (strongly disagree to strongly agree; Belonging) 4. People like me can succeed here. (strongly disagree to strongly agree; Belonging) ``` ## How to adapt it - Ask one question at a time, a few times a week, rather than all of them at once. - Keep the wording about the last week or two, so people answer about now. - Ask the same question again later to see whether something you changed helped. ## Belonging and loneliness at work - **20%** of employees worldwide felt lonely a lot of the previous day (Gallup, 2024) [gallup-loneliness-2024] - **83%** of US workers agreed they feel like they belong when they are at work (2024) [apa-2024] - **32%** of US employees described their workplace as isolated or impersonal in 2025 [gallup-2025-engagement] ## What the research says Most people say they belong, but not evenly. In APA’s 2025 survey, 93% of upper managers agreed they feel like they belong at work, compared with 84% of middle managers, 83% of individual contributors and 82% of frontline workers.[apa-2025] Differences like these are why it helps to read this set by group. Loneliness is the other side of belonging. Gallup found that 20% of employees worldwide felt lonely a lot of the previous day, rising to 25% of fully remote workers. Employees who said their opinion counts were 39% less likely to be lonely.[gallup-loneliness-2024] When Gallup asked US employees in 2025 what was missing from their work, 32% described their workplace as isolated or impersonal.[gallup-2025-engagement] Team climate is closely tied to belonging. In APA’s 2024 survey, workers with higher psychological safety were more likely to feel they belong at work (95% vs. 69%) and much less likely to feel lonely when they work (11% vs. 45%).[apa-2024] ## How to read the results An overall belonging score can look healthy while one group feels left out, so split results by tenure, location, level or team where groups are big enough. Five answers is a common minimum. For smaller groups, combine them or look across a longer period so no result can be traced back to a person. “People like me can succeed here” asks about fairness as well as fit, so it can show a gap the other questions miss. A gap between groups that holds over two or three rounds is worth acting on. A single low round in a small group may just be noise. ## Common mistakes - Reporting groups so small that people can be identified, which makes the people who feel least included stop answering. - Responding only with social events. People also need to be included in the conversations that shape their work. - Looking only at the company average and missing the group that scores lower every time. - Asking about belonging and not sharing what you found with the groups who scored lowest. ## Common questions **What is the difference between belonging and inclusion?** Inclusion is what the workplace does: who gets invited, heard and given opportunities. Belonging is how people feel as a result, including feeling accepted and valued for who they are. Surveys usually ask about belonging because it’s the outcome people can report on. **How do you measure belonging at work?** Ask a few agree-or-disagree statements about feeling part of the company, being included in conversations that matter, having your view valued and believing people like you can succeed. Compare results across groups and over time. **How small can a group be before you show its results?** Many organizations hide results for groups with fewer than five answers. With belonging questions, err on the larger side, because the people who feel least included are often in the smallest groups and the easiest to identify. ## Sources (read 2026-10-13) - [apa-2025] American Psychological Association, “2025 Work in America Survey: The Experience of Working in America During Times of Change” (July 2025): https://www.apa.org/pubs/reports/work-in-america/2025/2025-full-report.pdf - [gallup-loneliness-2024] Gallup, “1 in 5 Employees Worldwide Feel Lonely” (June 2024): https://www.gallup.com/workplace/645566/employees-worldwide-feel-lonely.aspx - [gallup-2025-engagement] Gallup, “Anemic Employee Engagement Points to Leadership Challenges” (August 2025): https://www.gallup.com/workplace/692954/anemic-employee-engagement-points-leadership-challenges.aspx - [apa-2024] American Psychological Association, “2024 Work in America Survey: Psychological Safety in the Changing Workplace” (2024): https://www.apa.org/pubs/reports/work-in-america/2024/2024-work-in-america-report.pdf ## In Shuffl Use in Shuffl: [Pulse questions](https://shuffl.ai/app/pulse/questions?template=belonging). Opens this set in Pulse questions. Nothing is added until you choose Add questions. Guide: [Start Pulse from a question set](https://shuffl.ai/docs/pulse#question-sets) ## Related terms - [Belonging](https://shuffl.ai/glossary/belonging) - [Employee resource group](https://shuffl.ai/glossary/employee-resource-group) All templates: https://shuffl.ai/templates Agent documentation index: https://shuffl.ai/llms.txt