Propinquity: A Key to Stronger Teams, In-Person or Remote

In today’s work environment, team effectiveness often depends on a fundamental factor: connection.

But this isn’t just about getting the job done; it’s about the consistent, meaningful interactions that build strong, functional teams.

This concept—known as propinquity—is critical, whether your team is in the office or working remotely.

When managers claim they don’t have time to connect with their employees, they are working against their team’s success.

Building strong teams requires time and effort dedicated to these connections.

Here’s why that matters.

What is Propinquity?

Propinquity refers to physical or psychological proximity between people.

Research in social psychology shows that the more people interact, the stronger their relationships become. It’s a simple concept: frequent exposure builds familiarity and trust.

Propinquity doesn’t require that we spend every moment together, but it does mean that the more time we spend interacting—whether face-to-face or virtually—the stronger the connections become.

These interactions create trust and strengthen team bonds, which is vital for team performance.

If you wait until you “need something” to connect, it’s already too late.

Managers who skip out on informal interactions are missing an opportunity to build relationships, and as a result, the team’s cohesion suffers.

The best teams connect regularly, not just when they need to solve problems.

These connections lay the groundwork for more effective collaboration.

The Importance of Connection for Team Cohesion

The research is clear: teams that spend time building relationships are more cohesive and more successful.

One of the most well-known studies on team dynamics, Google’s Project Aristotle, found that psychological safety was the key factor in determining team success.

Psychological safety means team members feel comfortable taking risks, sharing ideas, and being vulnerable with one another. But that comfort doesn’t happen without regular interaction.

When team members have a personal connection, they are more likely to work well together, share ideas freely, and support one another.

It isn’t just about getting the work done—it’s about creating an environment where people trust each other and feel supported.

The Manager’s Role in Building Propinquity

Managers play a crucial role in cultivating propinquity. It’s not enough to just put people in a room and expect them to work well together. Managers need to actively create opportunities for interaction that strengthen relationships.

It’s common for managers to feel they don’t have time for informal conversations or regular check-ins.

But when a manager connects regularly with their team, the impact is tangible. Teams that develop stronger interpersonal relationships are more productive and more innovative. Research supports this.

The mere exposure effect—a concept proposed by psychologist Robert Zajonc—suggests that the more we’re exposed to someone, the more likely we are to build trust and positive feelings toward them.

That’s why managers need to make time for these interactions.

Strategies for Promoting Propinquity in Teams

Here are actionable strategies for managers to improve propinquity, whether the team is in the office or working remotely:

For In-Person Teams:

1. Casual Check-ins: Create opportunities for informal conversation. Take breaks together, or have unstructured time to chat. This doesn’t have to be long, but these moments build trust over time. Research suggests when people are offered opportunities to speak about themselves, the pleasure part of their brain is activated. This is not to be confused with people continually talking about themselves without being asked.
2. Open-Door Policy: Encourage employees to drop by and chat. This shouldn’t be limited to problem-solving—it’s an opportunity to connect on a personal level.
3. Team Building: Incorporate team-building activities that help team members get to know each other outside of work tasks. This could be a group lunch, an outdoor event, or a team volunteer project.
4. "Walking the Deck Plates": I work with president of a 6500 employee company who makes it a daily habit of "walking the deck plates", which is his opportunity to connect with the employees in the shipyard. In my conversations with other supervisors and employees, I am constantly told how much this means to them to have a leader that shows a genuine interest in them.

For Remote Teams:

1. Virtual Coffee Chats: Encourage casual video calls that aren’t about work. Just take a few minutes to check in and talk about something unrelated to projects or deadlines.
2. Frequent Video Calls: Use video calls more regularly, even for quick check-ins. Video helps maintain a personal connection that text or email can’t provide.
3. Create Virtual Social Spaces: Set up channels on collaboration platforms like Slack or Microsoft Teams where team members can discuss hobbies, weekend plans, or share personal milestones.
4. Team Celebrations: Recognize achievements and milestones. Whether it’s a birthday or a work accomplishment, celebrating as a team, even virtually, builds connection.

Validated Research on Propinquity and Team Effectiveness

The idea that propinquity strengthens teams is not just theoretical—it’s supported by research.

Zajonc’s mere exposure effect shows that repeated exposure to others builds trust and comfort. This research is backed by findings from Google’s Project Aristotle, which found that the most successful teams prioritize psychological safety, built on trust and connection.

When team members are comfortable with each other, they collaborate more effectively and take on greater challenges.

Further, research from Harvard Business Review on team effectiveness shows that strong interpersonal relationships lead to better communication, increased trust, and more innovative problem-solving.

In short, teams with strong propinquity are more effective.

The Impact of Propinquity on Team Performance

Teams with strong interpersonal relationships are more productive. When employees trust each other, they communicate more openly, collaborate more effectively, and feel supported.

All of these elements are essential to a team’s success. These connections also contribute to employee engagement. When people feel they belong to a team, they are more likely to invest in their work and take ownership of tasks.

In addition, teams that connect regularly are better able to overcome challenges. They work through problems together, knowing they can rely on each other for support.

Overcoming Barriers to Propinquity in Remote or Hybrid Teams

While building propinquity can be harder with remote teams, it is still possible. The key is intentionality.

Managers need to make time to connect with their teams, even if they aren’t physically together.

One simple strategy is to schedule regular virtual check-ins that aren’t about work.

Encouraging team members to connect informally will create an environment where they feel more comfortable sharing ideas and collaborating.

Managers can also set up virtual social spaces where team members can engage with one another outside of their work tasks.

Whether it’s through Slack channels or team meetings, these spaces replicate the water cooler talk that naturally happens in an office.

Conclusion

Propinquity is a critical element in building strong teams.

Whether you’re working in the same office or managing a remote team, making time to connect with your employees—not just about work—is essential.

Teams that foster these connections build trust, improve communication, and increase productivity.

Managers should prioritize propinquity by facilitating regular, meaningful interactions. This isn’t just a “nice-to-have”—it’s a necessary practice for teams that want to succeed.

By making the effort to connect, you create a team that is not only more cohesive but also more effective in achieving its goals. If you’re a manager, the time to prioritize connection is now.