Building a Culture of Connection in a Hybrid World

Hello!

Today I want to talk about how to build and maintain a workplace culture which is underpinned and fuelled by connection.

In the ever-evolving world of work, our ability to connect with colleagues has been an interesting journey. The pandemic has transformed how we interact with our coworkers and reshaped the very nature of office connections.

To understand where we're heading, I think it's useful to include what we know to be true and ensure academic theory is incorporated...in a digestible way!

I also love an image, so if you don't have time to read on, right now, here's what I am about to explain!

Pre-Pandemic: How we fostered connection

Before the pandemic, I and many others would love to think that office environments were bustling hubs of interaction. Where, serendipity played a significant role, with unplanned meetings in common spaces and social events forging connections. The physical proximity of coworkers allowed for casual interactions, making the office a place where professional relationships grew into friendships. People would often bond over shared interests, company culture, and through team-building activities.

Those friendships improved employee experience, engagement, purpose and belonging.

Done right, this is what an office would have been like, albeit I know not everybody was as lucky.

During the Pandemic: Adapting to Turbulent Times

The pandemic forced a massive shift in how we connect at work. For office workers, remote work became the norm, and traditional office interactions gave way to virtual alternatives. Video conferencing and collaboration tools became the lifelines of connection, enabling scheduled meetings, casual chats, and collaborative work. Companies organised online social events, such as virtual happy hours and game nights, to replace in-person gatherings.

Increased communication, wellness initiatives, and support networks helped maintain a sense of unity. The shared experience of navigating the pandemic created a unique bond among colleagues facing similar challenges.

Bill Quirke's insights on connection in the digital age stress the importance of clear and empathetic communication in maintaining relationships. Quirke's research becomes highly relevant in this context, highlighting the need for organisations to communicate authentically and engage their employees effectively, particularly when the lines of communication are predominantly virtual.

And many of us knew this, there were more 1:1 check-ins, formally by leadership and informally through friendships.

Now: The Hybrid Work Era

In the current landscape, as we navigate hybrid working and the combination of in-person and virtual interaction, office spaces have been designed to increase collaboration and social interactions and technology remains integral in allowing seamless connection between in-office and remote employees.

Teams maintain cohesion through regular meetings and shared goals, whether they work in the office or remotely. Employee well-being and training and development are being prioritised.

Team-building activities are being used to bring people together, although it's a challenge, especially when organisations still continue to plan such events "after hours".

Leaders have an even bigger remit than before, they need to connect people, teams, projects and initiatives. They need to ensure team cohesion and be conscious of the need for intentional communications and intentional team building activities.

The 'why' of the office is being challenged, driven by gut instincts, vested interests, trust and power dynamics rather than through data on performance, productivity, wellbeing and sustainability.

Myth Busting

1. Office Work is the Only Way to Build Strong Relationships.Reality: Strong relationships can be built in both office and hybrid work environments. Relationships are about intention not location.
2. Hybrid Working Leads to Isolation.Reality: Hybrid working can actually reduce feelings of isolation. By allowing employees to customise their work environment, they can find a balance that suits their individual needs, which can enhance their overall well-being and job satisfaction.
3. Office Work Guarantees Productivity.Reality: Some individuals may find remote or hybrid work more conducive to their productivity, as it reduces office distractions and provides a more flexible work environment.
4. Hybrid Workers Are Less Committed.Reality: Commitment and dedication are not tied to physical presence. Hybrid workers can be just as committed to their roles as office workers, particularly if they are engaged, motivated, and supported in their work.
5. In-Person Meetings Are Always More Effective,Reality: The effectiveness of meetings depends on various factors, including the quality of communication and the meeting's purpose. Hybrid work environments can offer flexibility in how and when meetings occur, potentially making them more efficient.
6. Hybrid Workers Are Disconnected from the Team.Reality: Effective communication tools and strategies can help hybrid workers stay connected with their team. Regular video meetings, team chats, and project management software can keep remote and in-office employees in sync. Again, it's about consciousness and intention.
7. Remote Workers Don't Contribute to the Company Culture.Reality: Remote workers can actively contribute to company culture, and their diverse perspectives can enrich it. Maintaining a strong company culture in a hybrid environment requires deliberate effort and inclusive practices. The very matter of having flexibility is part of the culture itself!
8. Hybrid Work Always Leads to Work-Life Imbalance.Reality: Hybrid work, when managed effectively, enhances work-life balance by providing employees with more control over their schedules, commutes and work environment.
9. Myth 9: Office Work is the Gold Standard for Innovation.Reality: Innovation can occur in various work settings. Some individuals may find that they're more creative and innovative when they have the flexibility to work in environments, and at the times, that suit their needs.
10. Myth 10: Hybrid Work Doesn't Require Strong Leadership.Reality: Strong leadership is crucial in a hybrid work environment to ensure that communication, collaboration, and employee engagement are effectively managed. Leaders play a key role in fostering connections among team members, regardless of where they work.

Conclusions

How we work today is a testament to our ability to adapt and find innovative ways to connect, collaborate, and engage, no matter the circumstances. We must continue to collate data and evolve, focusing on cultures and workplaces that prioritise human connections and foster a sense of purpose and community.

Remember, relationships are about intention, and productivity is about the desire to perform and the business enabling you. Don't get caught up in thinking either of these are driven solely by location!

Thanks for making it to the end!

Be a good human,

SFJ.