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.
How Leaders Can Build Connection in a Disconnected Workplace
Four strategies to help your employees develop stronger relationships.
January 21, 2022
Illustration by Simoul Alva
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.