Lead with empathy so they know you value your team as people first, workers second.
Schedule team-building events on the calendar— perhaps once a month. Ask for input. You can send a survey to the team saying you want to have more interaction, but with online meeting fatigue, what would they prefer to start: a meditation series, a potluck lunch or a book club?
Also, when it comes to assimilation in a hybrid work environment, it’s important now more than ever that a new hire is onboarded and feels part of the team. Assign a “buddy” or a mentor to walk them through, answer questions, etc., so they feel like part of the organization from day one. Encourage direct reports to reach out individually to introduce themselves to say hi. Little touches go a long way. —Vicki Salemi, career expert, Monster
Legacy holds monthly virtual events.
We held a virtual scavenger hunt of the new space when we moved in to introduce remote workers to the redesigned office.
We also invite totally remote teams to parties at our headquarters. They can RSVP to attend in person or virtually. —Joel Kalmin director of facility design, Legacy Community Health
Engaging with employees now requires more intentionality, communication and technology investment and improvements to create a relevant and meaningful corporate experience.
I recommend that companies use listening strategies such as regular pulse checks, surveys, meetings or focus groups to understand employee needs. The ideas and activities that emerge from the employee feedback should be communicated broadly and implemented so that a cross-section of people in your company can interact. —Candace Steele Flippin, author, Generation Z in the Workplace
Some of the approaches that have made our hybrid work model a success are weekly team meetings, monthly virtual events like open mic, office book clubs and workout sessions.
Besides that, we keep a regular check on our remote workers and encourage them to share their WFH challenges. —Rahul Vij CEO, WebSpero Solutions
Collective alignment on the company’s purpose and mission is of course the foundation, married with trust, consistent connection and intentionality.
In short, hire rock stars aligned with the mission and let them go, believe in them, support them, encourage them, have empathy and build a culture that supports it. —Molly Fletcher, CEO, The Molly Fletcher Company
Get advice on building your career at staplesworklife.com/professionaldevelopment.