Sense of belonging is a human need, long proven and scientifically studied as a source of individual motivation.
Those managers able to develop this feeling amongst the team they lead will certainly have a higher chance of succeeding. This is, however, easier said than done. As it with trust, it takes a long time to build and just a couple of unfortunate occasions to destroy.
Key moments are of course all group interactions, which means basic things like:
not praising the same individuals every time. Make sure you generously distribute compliments in different meetings to different people
create an environment where peers feel comfortable to praise each other
invite everybody’s opinion to be heard
leave criticisms to face to face conversations
“I feel included” is probably, in my experience, one of the most important motivation tool. On the other hand, when it does not happen, a terrible way to deactivate anybody's energy. I have seen great professionals becoming average professionals (or even mediocre when it lasts for too long). And you know what? As opposed to many other conventional motivation tools, it does not cost anything.
Ability to include is a key leadership skill.