Teleworkers feel isolated. Here are five ways to help them

Hybrid work is becoming the norm. People spend about two days a week in the office and see the obvious benefits of reducing costs, increasing productivity, and improving work-life balance.

But with fewer trips to the office and fewer opportunities to meet and connect with other employees, hybrid workers are at risk of becoming detached from their corporate culture. According to research by technology analyst Gartner, 60% of hybrid workers only identify with their company culture through their line manager.

Corporate culture is vital as it can affect the performance of a new employee. A poorly developed corporate culture can lead hybrid workers to feel isolated, lonely, alienated and want to quit. According to Gartner, companies should strive to achieve “culture connectedness,” that is, the feeling of being able to identify with, be interested in, and genuinely believe in their company’s culture.

“Despite having a defining impact on the connection between their employees and company culture, most managers don’t know how to intentionally develop cultural connection in a hybrid environment,” said Ashley Steele, vice president of Gartner HR.

Corporate culture, cornerstone

To help employees feel connected to their company, managers must first understand the company’s culture and be able to integrate it into their daily work. According to Gartner, less than half of managers are able to explain the importance of corporate culture.

To address this issue, Gartner suggests that managers measure their employees’ understanding of corporate culture on a broader level. Managers should explain how the shared vision aligns with the work of their teams and think about behaviors that are inconsistent with the company’s culture.

To strengthen bonds with hybrid and remote workers, Gartner says managers should include five activities designed to bring employees closer to company culture: peer recognition, performance evaluation, support for a manager during a difficult personal experience, celebration of success, and discussion of company goals. . .

Peer recognition and performance evaluation

Peer recognition helps employees get to know each other better and helps managers reinforce company values ​​and goals. Performance reviews can, in addition to helping managers evaluate an employee’s performance, provide insight into personal issues that may affect their performance, which strengthens the bond between managers and employees.

Support in difficult times

According to Gartner, managers who support their employees during difficult times can strengthen the professional bond between them. An analytics company found that 55% of culturally connected employees feel good about their company’s culture when their managers support them during difficult times.

Celebrate Success

Remote and hybrid workers need to be praised when they do something at work, as frequent praise can help bridge the physical gap between workers and managers.

Tell us about the goals of the company

Leaders should often emphasize the purpose of individual roles, team roles, and the business as a whole. In doing so, employees feel like they’re participating in something bigger than themselves, which Gartner says improves cultural cohesion.

“Companies struggle to share what makes their corporate culture relevant outside of corporate walls,” Steele said. “Managers can use these five tips to increase employee attitudes and impact on the company, and to be seen as people, not employees.”

Source: “.com”

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