2022-09-20
Dela:
Latest updated: 19 January 2023
It has been a while since the restrictions were lifted and work returned to normal, at least in theory. In practice, many employees and employers have become accustomed to the idea of working entirely or partially remotely, and therefore, the changes in the work life have come to stay.
Studies have shown that a large majority of employees appreciate the possibility of remote or hybrid work. It is a freedom that many are no longer willing to give up. In sectors where it is possible to work remotely, many employees expect their employer to allow it, which many employers also do. It is seen as positive to allow freedom under responsibility, and it is also important for an employer to listen to the employees' will - otherwise, they risk losing valuable skills.
But remote and hybrid work also have a downside. Employees risk becoming socially isolated when they no longer need to go to work. This can in the long run lead to poorer mental health and increased stress. The purely social benefit of going to work disappears - and it may be more important than many think.
As an employer, you must take responsibility for your employees' mental health, which is why this is a potential problem when allowing remote or hybrid work. And it is not just the employees' health that risks being affected, but also their engagement and performance. The social connection to the workplace affects our feelings about the job, how motivated and engaged we feel. A study has even shown that employees who have a "best friend" at work are seven times more engaged, as reported by Monday.com. With remote or hybrid work, the positive social factor risks being lost.
Therefore, as an employer, you must actively work on this issue; make sure that your employees' social and emotional needs are met even if they work remotely, and strive to maintain the engagement and motivation of remote workers.
You must be aware that the social connection that arises relatively automatically when the employee works in the office, must be created through more active measures when the employee works remotely. You must consciously ensure that the social ties between employees on a hybrid workplace are maintained and developed. But how?
First and foremost, it is important to understand what types of social interactions risk being lost, and then take specific measures to compensate for this. What is particularly at risk of being lost when employees work remotely are the spontaneous social interactions; the chatter in the corridor, at the coffee machine, around the coffee table. The more spontaneous conversations and discussions before, during, and after a meeting. Feedback and exchange between employees who actually don't work on the same thing. And so on.
These factors can be maintained or replaced in several ways, to boost engagement and strengthen the social ties between employees. An example is video meetings. As a manager or leader of the meeting, you can consciously include moments in the meeting that are intended for spontaneous or more personal conversations. You can start the meeting by having everyone tell what they did over the weekend, or with another more personal question that has nothing to do with the meeting. You can actually also schedule a common coffee break in the video meeting. The important thing is to find a way to open up for more spontaneous and personal conversations, which lighten the mood and strengthen the social ties.
Another good way to strengthen engagement and the social community is to set up regular virtual social events. It can be a virtual coffee break, a virtual lunch, or a virtual after-work drink. It can also be a virtual game night or a virtual book club. The important thing is that you regularly create opportunities for social interaction and bonding among employees, even if they are remote.
In conclusion, as an employer, it is important to take the potential risks of remote or hybrid work into account and actively work to maintain and strengthen the social ties and engagement of remote employees. By being mindful of the specific types of social interactions that risk being lost and taking specific measures to compensate for this, you can boost engagement and strengthen the social community among your employees.
As a manager, you should of course also check in with your employees regularly on how they are doing and how engaged they feel, especially in light of remote work. This should be done through regular meetings, but you can also do regular employee surveys or similar to get an objective picture of the situation.
One more thing; the benefits of meeting regularly in real life are so great that they may not be able to compensate for completely. Therefore, it is important that despite remote or hybrid work, you meet as regularly as possible, make sure everyone meets each other and that it's as good and engaging as possible when you do meet. Even if it can only be arranged relatively rarely, it has an enormous impact on the employees' motivation, engagement and sense of social belonging.
Remote and hybrid work is a fantastic benefit for many employees, but don't forget the enormous importance of social cohesion. It is crucial for employees' health, engagement, productivity and loyalty. If you want engaged employees, make sure they are part of a social context - worth engaging in.
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