We waved farewell to the water cooler hangouts and the elevator catch-up nearly two years ago without ever really knowing it.
We’ve replaced jovial morning coffee runs with muted mornings at home, and instead of long social lunches, we’ve moved to solo snacking during endless work days from kitchen tables and home offices.
The initial romance of stay-at-home work has officially dulled in the face of reality, and we’re now feeling the effects of an isolated approach to work. Many of us feel disconnected, burnt out, lonely and unmotivated.
Sure, there are pluses too. Shorter commutes; more time spent with our families, and time for ourselves. But on the whole, as the pandemic has trickled on, company morale has taken a hit.
A human-centric approach is what workplace culture lost last year when offices dissolved.
A human-centric approach is what we must re-focus our efforts on if we want to create corporate cultures worth talking about post-pandemic.
We can no longer mend and manage what once was. The well-being of our workforces depend on it.
So how do we recreate the pick-me-up moments the office so easily afforded us?
We look at our central emotional need and driving force as humans – to belong.
Belonging goes a step further than occasional Zoom check-ins and virtual drinks. It includes social intimacy, friendships, a sense of shared identity and community, and it’s up to employers to really reimagine what this looks like in the context of corporate culture in the hybrid era.
As you build out your list of initiatives to support new workplace culture, consider the following as starter guidelines.
Things To Consider for a New Workplace Culture
‘Surprise & Delights’ Don’t Go Unnoticed
Now more than ever, it’s the little things that make us smile. It could be as simple as a rotating drive-by delivery or ubering a staff member’s favourite lunch to them when they need a boost. Better yet, empower employees to recognize a fellow colleague via corporate rewards.
Reward Those Who Show Up
With screens replacing face-to-face engagement, it’s easy for people to drift from initiatives that may seem optional. Rewarding those that do commit to participating increases the likelihood they’ll continue to show up and drive culture adoption for others in their close colleague circles.
Flex to Accommodate Varying Home Situations]
Don’t ignore unique circumstances impacting individual employees. This includes their return-to-work status, but should also consider personal factors and preferences suited to each employee. Make sure participation in any initiative is achievable for all, and offer varied options for connection.
Introduce Opportunity for Shared Experiences
Because we know these contribute to a sense of belonging in people, look for opportunities for employees to tag-team a challenge, a check-in or a connection initiative that fosters teamwork, accountability and shared successes for all involved. Pending area-specific restrictions, organized socially-distanced activities and safe meet-up opportunities can help staff reconnect after many months apart.
Create Genuine Connection
Taking away all the bells and whistles, continue to encourage an open-door check-in policy for your team to touch base, communicate and care for one another.
In the words of Brene Brown, “culture is less about what we want to achieve and more about who we are.”
Easy, when “who we are” wasn’t significantly altered by the pandemic state-of-play. But today, answering “who we are” is an opportunity to redefine corporate identity in this new world.
It’s no wonder we’re all a little lost, but to get back to who we are – to truly reclaim, rebuild and reconnect – we can point to one undisputed truth.
We’re all human.
