How Hybrid Workforces Can Foster Deeper Human Connections?

In the quest to achieve a healthy work-life balance through a hybrid culture, are we losing our ability to foster deeper human connections? A study reveal that almost 76% of the hybrid workforce feel disconnected from their company’s culture. Such dissociation is extremely worrisome – not only from a cultural viewpoint but also from a profitability perspective. To human emotional needs at the workplace in this digital world is an essential step. It mandates creating cultural alignments, functional coherence, and operational synergy so that employees build genuine connections rather than engaging in surface-level interactions only.

Amidst rising human disconnect, the concept of ‘workplace vulnerability’ is assuming strategic significance. Brené Brown, an academic professor, renowned author, and a researcher of ‘vulnerability’ for over two decades, states that vulnerability means being open to uncertainties or emotional exposures – the aspect which is important for building authentic connection and innovation. Being vulnerable is not a sign of weakness – on the contrary, it inspires companies to foster a culture of creativity, meaningful relationships, and leadership.

This article will explore the challenges of hybrid workforces, and how businesses can overcome them by promoting a culture of ‘vulnerability’ to foster deeper and better human collaboration at work.

Redefining Vulnerability in the Hybrid Workplace: A Key to Authentic Connections

Hybrid setups mandate a constant switch between office and work-from-home models, making it difficult for employees to connect and develop a sense of belongingness. A survey reveals that over 69.5% of people would be much happier if they were engaged in authentic connections with their colleagues. But the real question is – how do people cultivate connections if they start hiding stuff from others and can’t be authentic selves? Remember, a human is not just a resource, but rather a possibility to do tremendous things if given the right nurturing. Offering employees a conducive atmosphere where they can open up about their mistakes, work, habits, emotions, or perspectives is necessary for their involvement. In fact, SHRM says companies that embrace vulnerability see increased engagement and innovation levels in employees.

Around 12,000 global employees share that they are willing to go far and beyond if their managers open up and show vulnerability. In general, being vulnerable at the workplace enhances overall experience including mental health, physical health, engagement levels, job satisfaction, minimizing stress, reducing depression, building strong connections, and creating a sense of belonging in employees. Therefore, setting the right company culture is vital for people to grow and flourish personally and professionally.

Challenges of Human Connection in Hybrid Workforces

People working in a hybrid environment can face challenges in building authentic human connections, including:

a) Physical barriers: 47% of employees feel isolated in a hybrid setup compared to those who work in person. If employees are not able to meet their colleagues then it might lead to mental detachment and disconnect from their workplace. This, in turn, will make it harder for them to build meaningful connections while limiting their associations to surface-level interactions only.

b) Lack of Culture: When there lack of in-person meetings or team-building activities, employees start losing their sense of belongingness. With no genuine connections within the organization, employees are unable to express their emotions or situations to others, leading to a gradual disconnect between them and the organization.

c) Invisible Struggles: The challenges of a hybrid workforce can be overlooked by their managers due to a lack of physical meetings. As a result, employees try to cope with these struggles silently instead of sharing them openly.

Benefits of Vulnerability in Hybrid Teams

a) Building trust through storytelling: From CEOs to the bottom line, everyone has moments of vulnerability. Sharing personal experiences, fears, mistakes, or emotions in work meets brings people closer and builds trust within them. This practice increases approachability among employees; thereby encouraging people to reach out whenever they want without any hesitation.

b) Encouraging empathy: Vulnerability improves empathy by letting people know each other beyond their professional roles. Understanding each other’s struggles and perspectives is vital for developing meaningful and lasting relationships at work.

c) Creating psychological safety: When people feel psychologically safe, they invest more effort in their work and become more productive in their output.

By allowing employees to express their concerns, ideas, and challenges, the vulnerability also boosts innovations and open communication among team members.

Conclusion

The future of work is inevitably hybrid and human connection will be the driving force for it. For this to happen, organizations should allow their employees to be vulnerable at work.
This is not about people sharing everything about their lives, but about setting an atmosphere where people are allowed to be human. By creating a healthy space for learning and growing, vulnerability can lead to significant growth and self-awareness for each employee within an organization. After all, most human beings want a higher purpose, success, or at least deeper connections.

Practising vulnerability will cultivate a sense of belongingness, encouraging employees to show their authentic selves, and contribute to their organization in their unique way. Start by encouraging leaders to model vulnerability and create opportunities for open dialogue in your next team meeting.

Siddhartha Chandurkar, Founder and CEO, wAnywhere by ShepHertz