The loss of human connection was a great challenge that affected the well-being and performance of staff as we moved to the hybrid working environment during the Covid-19 pandemic. The lack of human interaction during these times resulted in the lack of collaboration that allows us to build trust among peers, promote creativity, and achieve results through the collective effort of the team.
Driving performance with human connection
Human connection is directly linked with the sense of belonging. Individuals within an organisation have an intrinsic need to belong and feel part of it. Feeling that you are part of a group impacts how you show up, how you interact with your colleagues, and how you embody the values and goals of the company.
Traditional business leaders might think that human connection, employee well-being, and emotions have no place in the corporate world. But the landscape has changed in the new paradigm of leadership. Study shows that about 47% of employees said that they will stay with an employer that is inclusive, and 90% are willing to help out a colleague if they are in this inclusive environment (McKinsey: Hybrid work – making it fit with your diversity, equity, and inclusion strategy).
A sense of belonging gives employees a greater purpose in the roles they play in the organisation. When we feel that what we do contributes to something bigger than ourselves, we become more engaged and driven to achieve what we have set out to do. In fact, a study by Deloitte found that the sense of belonging increased job performance by 56%, reduced turnover by 50%, and there was a 75% decrease in sick days (Deloitte: Designing the Workforce Experience).
How do you foster human connection and well-being in the workplace?
It is in the little things. It could be from appreciating wins from your employees to understanding other demands that they have to deal with outside of work. Listening not only to their brilliant ideas but also to the challenges they face in the workplace that could be affecting their output.
Conscious leaders have to understand that this is not easy work. Building human connection and promoting your employee’s well-being requires hard work and consistency. It requires coming to work every single day with intention and understanding. To build human connection, a Conscious Leader must be present for their employees in order to build an inclusive organisational culture.
Being clear about the mission and values of the organisation is essential in building a culture of togetherness. The workplace should be a safe place where everyone is encouraged to show up authentically and be able to create without fear of prejudice. Having this peace of mind allows employees to focus on the more important stuff and be more productive.
As Conscious Leaders become more intentional, genuine connection is being built in the workplace. Your employees know that your presence does not mean that you exist to perform a function, but that you are available to them to hear and support them with what they need to be able to perform better.
Last but not least, YOU.
Conscious leaders must also learn to take care of themselves. It would be impossible to lead with empathy and awareness, much less build connections if you do not prioritise your own mental health. Stop and give yourself what you need so that you can be of great service to others.