Building Connection and Belonging:

As companies continue to navigate the return-to-office debate, many question whether physical presence is essential for a thriving workplace culture. Hybrid and in-office policies are explored as potential solutions to bring employees back together and reconnect teams. However, the evidence increasingly shows that a positive culture doesn’t stem from being physically present in the same space. Instead, it’s the feelings of connection and belonging that drive engagement, motivation, and productivity in a workforce.

As a leader, your role in cultivating that sense of belonging is crucial. It’s not about being in the same room; it’s about fostering relationships, trust, and open communication. When leaders emphasize these connections, employees become more committed- not just to their teams but to the organization as a whole. Ultimately, physical presence is secondary; real workplace culture is built on connection.

The Power of Belonging

A strong sense of belonging within a team has been shown to positively influence productivity, engagement, and retention. When employees feel they are a valued part of the organization and that their contributions matter, they are more likely to stay engaged and perform well. In fact, a sense of belonging has been linked to increased job satisfaction, reduced turnover, and greater resilience during periods of change or uncertainty.

Research indicates that teams with a strong sense of connection tend to collaborate more effectively, exhibit better morale, and even demonstrate improved problem-solving abilities. This connection goes beyond day-to-day tasks; it’s about employees feeling part of something bigger, where their work aligns with broader organizational goals and values.

Case Studies: How Leading Companies Foster Belonging

Several companies have found success with remote or hybrid models by focusing on building a culture of trust, communication, and connection rather than relying solely on physical presence.

Airbnb’s Flexible Culture Model

Airbnb introduced a permanent hybrid work policy, emphasizing flexibility and trust. Instead of mandating an office presence, the company provides team-building opportunities through organized gatherings and events, allowing teams to connect meaningfully. This approach has enabled Airbnb to maintain a culture of belonging, even with a dispersed workforce, by creating shared experiences and fostering relationships.

HubSpot’s Remote Work Pledge

HubSpot’s approach to hybrid work includes an internal pledge that prioritizes inclusivity and psychological safety. The company offers employees the choice of working from home, in the office, or a combination of both. HubSpot also encourages team leads to schedule small group meetings across departments, fostering connections that might not naturally happen in a remote environment. These efforts allow employees to feel valued and engaged, regardless of their physical location.

Managers Influence Team Connection- Regardless of Company Policy

A key point often overlooked in the discussion around workplace culture is the impact that managers, not just company policies, have on team connectivity and belonging. While organizational policies set the framework, it’s managers who bring culture to life in daily interactions. This means that, regardless of whether an organization operates fully remote, hybrid, or in-office, managers can take specific actions to create a connected and motivated team.

Managers sometimes believe that culture-building is limited by corporate decisions, yet they have considerable control over the environment within their own teams. Rather than seeing organizational policy as a barrier, managers can embrace their role as connectors, fostering the bonds that truly drive team engagement and morale.

How Managers Can Build Connection in Any Environment

Leaders have a vital role in creating an environment where employees feel connected and engaged, whether they are working from the office, home, or a mix of both. Here are several practical ways leaders can build a culture of connection, no matter the company’s structure or policy:

1. Prioritize Psychological Safety: When employees feel they can speak up without fear of judgment, they are more likely to engage fully. Leaders can foster psychological safety by actively listening to team members, encouraging diverse perspectives, and supporting open dialogue.
2. Encourage Collaboration Across Locations: Leaders can set up cross-functional projects and virtual team-building exercises that encourage collaboration and bonding among team members, regardless of where they are based. This can help break down silos and foster a culture of teamwork and mutual support.
3. Be Transparent: Transparency builds trust and helps employees feel more connected to the organization’s mission and goals. By regularly sharing updates on organizational changes, challenges, and achievements, leaders can foster a sense of belonging and loyalty within the team.
4. Celebrate Wins and Acknowledge Contributions: Recognizing achievements—big and small—is crucial for employee morale. Celebrating team wins and publicly acknowledging individual contributions reinforce that employees’ efforts are valued, contributing to a positive work environment.
5. Adapt Communication to Meet Team Needs: Some employees may thrive with regular check-ins, while others might prefer more autonomy. Leaders can show attentiveness by understanding these preferences and tailoring communication styles to make everyone feel included.

By focusing on these actions, managers can take charge of team culture, regardless of company policy. This proactive approach means that leaders can build resilient and engaged teams that feel a strong sense of connection to each other and the organization, no matter where or how they work.

The Impact of Connection on Performance

Prioritizing connection within teams can have a meaningful impact on performance. Engaged teams are more productive, resilient, and motivated. Employees who feel a sense of belonging are also more likely to stay with their organizations, reducing turnover rates and the associated costs of hiring and training new staff. When people feel connected to their work and to each other, they contribute with greater purpose and are more committed to achieving team and organizational goals.

Connected teams also demonstrate agility in times of change. Teams that feel psychologically safe and supported by their leaders are more adaptable, willing to share ideas, and open to feedback—all qualities that support strong performance even when the business landscape shifts.

Leading with Connection

As companies continue to evolve their work policies, it’s becoming clear that physical presence is not the sole driver of workplace culture. Leaders who prioritize belonging, trust, and open communication will cultivate engaged and motivated teams. Managers, in particular, have a unique opportunity, and responsibility, to influence team connectivity, regardless of broader company policies. By embracing this responsibility, they foster a resilient, connected team culture from within.

Creating a workplace culture based on connection has far-reaching benefits, from greater employee satisfaction to improved team performance. True culture comes from connection. It begins with the leader’s commitment to fostering an inclusive, supportive, and transparent environment where every team member feels they belong, regardless of where they work.