Summary.
For too long, workplace connection has been thought of as something that just happens during the workday, whether via hallway conversations, water-cooler moments, or grabbing coffee. With spontaneous moments of connection more challenging to recreate in a remote or hybrid environment, managers need to take a more proactive approach, especially given how important connection is to retention. Consider this: If employees don’t have a best friend at work, there’s only a 1 in 12 chance that they’ll be engaged. The author offers four practical ways to build stronger relationships on your team: 1) Make workplace connection a ritual; 2) Make it easier to ask for support; 3) Make onboarding more experiential; and 4) Make recharging a reality.
Another way to think of the Great Resignation is as the “Great Disconnection.” In the wake of the pandemic and the vast shift to flexible work from anywhere policies, 65% of workers say they feel less connected to their coworkers. Employee disconnection is one of the main drivers of voluntary turnover, with lonely employees costing U.S. companies up to $406 billion a year. Research by Cigna shows that lonely employees have a higher risk of turnover, lower productivity, more missed days at work, and lower quality of work. Meanwhile, BetterUp found that employees who experience high-levels of belonging have a drop in turnover risk, an increase in job performance, a reduction in sick days, and an increase in employer promoter score, which results in an annual savings of $52 million for a 10,000-person company.
Complete Article at HBR
