Trying to Reconnect
How do you bring the connection back to the hybrid workplace?
Hybrid work brings many benefits, but many people will also agree that they experience a lack of connection with this new way of working. Where you used to get together at the office and catch up over the coffee machine, nowadays you hope that you don't literally lose the connection when you go to the next online meeting. A hybrid working method can therefore cause employees to experience connection problems, both literally and figuratively.
Of course, in a hybrid work form, less use is made of the coffee machine in the office, which means that the coffee beans dust off, but also that the many side functions of the coffee machine in the office are lost. Such as:
A place to experience a sense of belonging
A moment to connect with colleagues
An opportunity to experience a common goal
A booster for collective resilience
Employees who work online also have the option of providing themselves with a cup of coffee, of course, but they lack the ancillary functions of the office coffee machine. This lack may be reflected in the phenomenon called 'The Great Resignation' or 'The Big Quit'. These terms refer to the fact that percentage-wise employees - all over the world - in much higher percentages choose to leave their current employer.
The Big Quit' probably has to do with our new way of working since the outbreak of the COVID-19 pandemic. One of the reasons for this massive wave of departures is that executives are 'out of touch' with their employees. The spontaneous meetings at the office gave executives the opportunity to pick up on signals that seem to be missing in a remote or hybrid setting. What emerges according to recent research? Employees without decision-making authority have much more difficulty with the new way of working, compared to their managers.
That executives need a wake-up call is also shown by research from McKinsey. The top 3 reasons why employees are currently leaving their employer?
Employees feel undervalued by the organisation (54%)
Employees feel undervalued by their managers (52%)
Employees experience a lack of connection (51%)
For managers it is therefore extremely important to get back in touch with their people. A very simple but effective model from Deloitte can help managers on their way. This model shows how you can bring the strengths of your employees together in the digital age, while at the same time creating more connection with your people.
More connection: With purpose , you give people the feeling that they are contributing to something greater - and that their contribution matters to the shared purpose. Organisations can therefore create more connection by working with employees to see how they can personally contribute to the organisation's shared purpose.
More recognition and development: Employees demand both recognition and development, so it is important to actively work with the potential of your people. Training, development and growth opportunities are important here. As managers, make sure you know what your people need.
More certainty: In today's digital world, where everything changes at a rapid pace, it is important to offer employees perspective. Without an informed perspective, everyone - in today's digital world - is working in isolation from each other which a feeling of uncertainty brings with it.
With the help of Purpose, Potential & Perspective you can create more connection, recognition and security within our new way of working. As a manager, you can start working on this by having 'the good conversation' with your people. The essence of the good talk is that it increases the performance and involvement of employees. This should lead to:
More focus on goals
Making better use of talents
Higher motivation
The crux of the matter is therefore to organise the conversations in such a way that they really contribute to increasing the performance and involvement of employees. It is clear that managers have an important role to play in this, but they will not start having 'the right talk' overnight. HR can support managers in getting 'in touch' with their people again, so that they keep talking to each other. It is important to make it as easy and relevant as possible for managers and employees. Here are a few points for consideration:
Provide structure
Make relevant information easily accessible
Create triggers
Actually implementing these focal points is of course easier said than done. Fortunately, modern technology is available today that fully supports this. With performance management tooling you can respond to Purpose, Potential & PerspectiveBut the most value is added by regularly having the right talk with your people.
With the good conversation (physical or digital) - supported by performance management tooling - you create more connection, recognition and security with each other. This ensures that your employees do not participate in 'The Big Quit', so that you meet again at the coffee machine in the office.
Are you ready to Unfurl?
Do you want to know more about selecting the right tooling? Or about the correct implementation of a performance management tool? We would love to have a digital or physical cup of coffee with you! Press 'Let's Unfurl' to contact us.