What does ‘sawabona’ mean? And why does it matter to your team?

Being seen is a fundamental human need. We all can recall a moment when we truly felt “seen” by someone for who we are, and how good and empowering it made us feel. When this happens, it deepens our sense of belonging and makes us more connected to our work, and to others. And today, with so much of our attention being scattered and superficial, being truly seen is as surprising as it is refreshing.

Research supports this: a sense of social belonging is one of the strongest predictors of engagement and performance at work. According to Deloitte’s Global Human Capital Trends report, 79% of organizations say that creating a sense of belonging is important or very important for their success. However, only a small percentage feel equipped to make it happen. This needs to change, now. Because when people feel seen, they feel validated, appreciated, and engaged. And that’s where leadership truly begins.

According to Nina Bressler, Global Head of Service Academy at Hitachi Energy, “Every time we see someone fully, not just their role but in their humanity, we have the experience of learning and growing together. People lean in, share what they know, and risk showing what they don’t. In that mutual recognition, performance becomes a natural outcome of belonging.”

A Personal Story: The Power of Sawabona

In the Zulu language, there’s a greeting I love that captures this sense of belonging. It’s “Sawabona.” It means “I see you,” but it’s much deeper than that. It’s not just an acknowledgment or a greeting; it’s an affirmation of someone’s existence and humanity. The response to “Sawabona” is just as powerful: “Ngikhona,” which means “I am here.” This exchange conveys mutual respect, and sets the tone for meaningful connection and authentic interaction.

For years, I sat on a leadership advisory board within the intelligence community, made up of accomplished experts across a variety of fields. We always sat at the boardroom table, putting our heads together to urgently tackle the high-stakes issues that needed our input. The pressure to perform was always stressful, and the environment felt as intimidating as it was inspiring.

But one day, the mood changed.

The chairwoman of our board, Renee, began our meeting with “Sawabona,” she said. This was definitely different from the typical call to order and reading of the agenda, and people were seemingly caught off guard. We all then said the response: “Ngikhona,” I am here. And immediately, people smiled. Not just because it was a little awkward, but because it was so … human. 

This exchange set the tone for the entire meeting. It was a kind acknowledgment of each person’s presence, and importance. That single act of recognition created an atmosphere where we could show up genuinely and engage deeply, not just as experts but as humans with unique experiences, values, and stories.

Why Sawabona Matters for Your Team

At work, we forget the power of seeing each other fully. I know I’m guilty of this, because I get, well, busy. We all focus on tasks, deadlines, and outcomes, but better outcomes happen when people feel seen as themselves.

Research from BetterUp found that when employees experience a strong sense of belonging, organizations see:

• 75% fewer sick days
• 56% improved job performance
• 50% lower turnover risk

These kinds of results are worth the risk of an awkward moment, in my opinion, no?

Sawabona is rooted in the African philosophy of Ubuntu, which emphasizes both interconnectedness and mutual care. “I am because we are” speaks to the understanding that our individual worth is shaped by our connection to others.

When we see each other, we strengthen the bonds that foster collaboration, innovation, and shared purpose. If you want your team to thrive, fostering a sense of Sawabona is key. Leaders who do this are recognizing people for who they are, not just what they produce. When you honor someone’s existence and humanity, you unlock their potential.

How to Bring Sawabona to Work

Incorporating Sawabona into your team culture isn’t about using the phrase as a token gesture. It’s about showing everyone mutual respect and authentic connection, even in small ways. Here’s how to start:

• Show Up Fully – Sawabona means showing up, not just physically, but emotionally and mentally. That means you don’t just show up and sit in the room; be engaged. When people feel their presence is valued, they’re more likely to show up as their best selves.
• Practice Active Listening – The foundation of Sawabona is truly listening. So, be attentive, ask thoughtful questions, and seem understanding. 
• Celebrate Individuality – Everyone on your team is unique. Their perspectives, experiences, and backgrounds shape what they bring to the table. Take time to acknowledge what makes each person special. Let that perspective add to new ideas and solutions.
• Create Space to Share – People need to feel safe to express themselves. Create an environment where your team can give ideas, voice concerns, and add to the conversation without fear of judgment or rejection.

The Radical Power of Being Seen

The act of being seen is alarmingly radical in a world that frequently treats people as a means to an end. Sawabona rejects the transactional nature of work to focus on a deeper, more authentic human connection. Because people aren’t just cogs in a machine. They’re individuals with worth, complexity, and unique contributions.

As a leader, it’s your responsibility to create an environment of support, because your success depends on it. Sawabona is a practice that says, “I see you for who you are, and I value your presence.”

Next time you gather your team, start by greeting them with Sawabona, and watch how it transforms the way you work, collaborate, and connect.

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