Nicole Weathers recently chatted with Dr. Jihane Frangieh in the Beyond Nurse Residency podcast about the concept of belonging. I often find many valuable takeaways from this podcast, but this one in particular resonated with me.

The U.S. Surgeon General has named loneliness as a public health crisis, and it’s been linked to physical illness, mental health concerns, and early mortality. Nicole and Dr. Frangieh discussed loneliness in the workplace as a predictor of burnout and turnover and recognized that these aspects of loneliness are especially important during transitions.

But then all of this made me start thinking about what the concept of belonging looks like for experienced nurses and leaders. I’ve always found nursing to be so rewarding; this profession not only allows us to make a difference in the lives of strangers (our patients and their families) and in our communities, but also in the lives of our coworkers. I’ve always said nursing is amazing, but I also know that when you’re working those 12-hour shifts, you spend more time with your work family than with family at home. Then I thought – wow, our organization and unit culture has the power to shape our level of loneliness. So, what am I doing that fosters belonging, and how am I made to feel like I belong?  

When we talk about belonging, it’s easy to default to thinking about the new graduate nurse. But we know belonging is an ongoing human need.

• For the experienced nurse: Sometimes, veteran nurses are expected to be the rock for everyone else, leaving little room for them to admit they are struggling. True belonging means realizing that burnout doesn’t care how many years you've had your badge. Checking in on a senior peer who looks overwhelmed is just as vital as mentoring a new grad.
• For the leader: There is a very real, often unspoken isolation that comes with leadership—it can truly feel lonely at the top. When leaders feel disconnected from frontline realities, it trickles down. Cultivating a culture of belonging means leaders are supported, too, and feel a genuine connection to the teams they guide.

Small Actions for 12-Hour Shifts

When we're in the trenches of a chaotic 12-hour shift, building "culture" can feel like one more item on an impossible to-do list. But belonging doesn't require a committee or a massive initiative; it lives in those micro-moments:

• The Intentional Check-In: Moving past the automatic "How are you?" and asking, "How are you really holding up today?"—and actually stopping to listen for thirty seconds. One of the best leaders I’ve ever worked with taught me to ‘listen without expectations’–instead of expecting (and preparing for) what the other person is going to respond with, taking a pause to actively listen.
• The Shift-Change Debrief: Pausing before everyone rushes out the door to acknowledge a teammate who pulled extra weight, or simply saying, "That was a brutal shift, but I’m glad we were in it together." As an experienced nurse or leader, this could be an incredible way to be recognized for those challenging shifts or assignments we sometimes get.
• The Inclusive Huddle: Deliberately making space for the quieter team members to share their thoughts or concerns during meetings or huddles. Some nurses, despite experience level, are more outspoken than others. Intentionally making space to pause and allowing for that silence can foster aspects of belonging.

I’d love to hear from you: What is one small thing your unit does—or that you do personally—that makes you feel like you truly belong? How can we continue this conversation on belonging and its impact on engagement and retention? 

Jessica Ociepka, MSN, RN-BC
Iowa Online Nurse Residency Program Coordinator
jessica-ociepka@uiowa.edu