Remote Engagement: How Bridging the WFH Gap Can Pay Dividends

Carolyn Sorgenfrei, Senior HR Program Manager: Employee Experience, Motional

Though we are only a few months out from the global pandemic no longer being considered a national emergency, we still see lasting impacts on our workforces. Employees seek to work hybrid or full-remote more often now than any other time in history. The challenge to employers now is: how do you keep teams connected when casual social interactions in the office no longer happen on a regular basis?

The answer is to create the connection by meeting employees where they are at, mentally and emotionally, by developing empathetic and trustworthy leaders, building social connections, and making space for play. 

Building empathetic and trustworthy leaders starts with accountability. Empathy is truly understanding how the other party is feeling. To get to this level of understanding, managers should ask themselves, ‘How would I feel about being on the other side of this decision?’ Leaders should listen as much as they speak. Allow employees to speak without fear of repercussions. Be present in the conversation; leave cell-phones out of sight, turn off email notifications, stop thinking about that last meeting. By listening with an open mind, managers may find that the big obstacle is actually a small hurdle that can be easily overcome. And finally, if you make a commitment, follow through. Calendar reminders are convenient tools to aid in completing a task or setting up a check-in meeting. Follow through will go a long way to build trust within the team and organization. 

Humans are social creatures. We crave social connection and in a world of remote work that contact can sometimes be harder to find. Research shows that having a friend at work increases job satisfaction and overall engagement. People leaders can also help drive connections by leaving space on meeting agendas for ice-breakers or getting-to-know-you questions. Affinity groups formed on a platform like Slack around a shared interest can work as a great way to connect dispersed teams allowing employees to discuss everything from favorite foods to pets and weekend activities. Additionally, employee resource groups (ERGs) can help team members connect around shared commonalities and work to create an inclusive culture and drive business outcomes. 

"Strong social connections lead to stronger company connections and overall higher engagement, which boosts the bottom line"

Making space for play is simply encouraging your teams to add some levity to their work schedule. Organizations can foster connection through play. Consider forming a social committee that will plan and organize events that will appeal to their peers. This is possible even if your workforce isn’t centrally located. Online coffee chats through online apps like Donut or RandomCoffee help bridge those distances, as do virtual games through Jackbox.tv or WithConfetti.com.

When it comes to virtual events, the term ‘forced fun’ can strike fear in the hearts of many. ‘Opt-in fun’ may be a better approach. With this point of view, the tools to connect are provided by the organization, be it a chat program, a planned mixer, virtual happy hour, or hosted game and the empowerment to step away from one’s day-to-day tasks is given so that employees can opt-in. 

Ultimately, leaders with integrity who are empathetic and reliable, fostering social connections, and making space for play for their teams will allow employees to harness the power of connection. Strong social connections lead to stronger company connections and overall higher engagement, which boosts the bottom line. Offering employees the empowerment to speak up without repercussion and to participate in social connections that align with their interests and schedules will increase their mental and emotional well-being at work. In a world of hybrid and remote workers, organizational success is dependent on meeting our teams where they are and empowering them to connect in a way that works for them.