In our last blog, we explored what heart-centered leadership entails and how it can be a game changer for your team’s success and your own. This week we are re-visiting a topic we have covered in previous blogs on the importance of building meaningful relationships with your people in this hybrid world of work. 

The evolution of the workplace has accelerated dramatically, leading to the widespread adoption of hybrid work models that blend remote and in-office work. This shift continues to present unique challenges and opportunities for leaders striving to maintain cohesion, productivity, and employee well-being. 

Building meaningful relationships in a hybrid work environment requires intentional effort and requires a shift from traditional leadership styles. Let’s explore some hard facts as to why it is critical to your collective success.

The Hard Facts

Research conducted by Gallup underscores the profound impact of positive leader-employee relationships on various organizational outcomes. Did you know that approximately 70% of team engagement is determined solely by the manager or leader? Do not underestimate the impact you have on your team’s success as you play a pivotal role in their overall job satisfaction and level of engagement.

When teams are engaged, amazing things happen to performance and bottom-line results. Here are a few highlights:

• Highly engaged teams show 23% greater profitability and are more attuned to the needs of customers and more observant of processes, standards and systems. 
• Engaged teams experience 43% lower turnover.
• Highly engaged teams are 14% more productive.
• Employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work.

In summary, cultivating meaningful relationships between leaders and their teams fosters an environment of trust, engagement, and high performance, driving collective success.

How to Build Deeper Connections with Your People

Nurturing and building relationships isn’t rocket science. It takes time and focused attention to get to know someone, build trust and create a deeper relationship. It must start with you. Do not expect your people to lead these conversations. It is your responsibility to better understand who they are, what motivates them, and what their story is, so you can do your very best to support them as needed.  

Supporting others isn’t a one-size-fits-all approach. People are unique, and I promise you if you dig deep enough, you will find common ground with everyone you encounter in all aspects of life.  

Here are some simple tips and strategies to help you build deeper connections with your team and your colleagues:

Intentional Communication

• Schedule regular check-ins to ensure alignment and create space for personal connection.
• Actively listen, show empathy and curiosity in conversations, making employees feel heard.

Foster Psychological Safety

• Create an environment where employees feel safe to share ideas, concerns, and feedback.
• Lead with vulnerability by sharing challenges and personal experiences to build trust.

Balance Flexibility with Structure

• Respect individual work preferences and balance it with organizational needs. Some employees thrive remotely, while others need in-person interactions.
• Define clear expectations, well-structured goals and deliverables to ensure accountability.

Create Space for Informal Interactions

• Encourage social interactions outside of work-related meetings through virtual coffee chats and offsite activities.
• Use collaboration tools creatively such as Slack or Teams for engagement beyond work discussions.

Model the Coaching Leadership Style

• Ask powerful questions to help employees reflect, problem-solve, and take ownership.
• Empower, don’t micromanage, by providing autonomy and support rather than exhibiting controlling behavior.

Recognize & Appreciate Contributions

• Celebrate wins publicly by acknowledging achievements in team meetings and company channels.
• Personalized recognition to tailor appreciation to individuals' preferences - some may value a public shoutout, while others prefer a private note.

Be Present & Visible

• Use video thoughtfully, as face-to-face virtual interactions build stronger connections than voice or email alone.
• Lead by example by engaging actively in hybrid meetings and role model expected behaviors.

Conclusion

Navigating leadership in a hybrid world necessitates a multifaceted approach that integrates emotional intelligence, effective communication and intentional practices. By drawing on these insights and simple strategies, leaders can cultivate an environment where both remote and in-office employees feel valued, engaged, and empowered to contribute to the organization's success.

Final Thoughts

Leaders who build meaningful relationships in a hybrid world are intentional, empathetic, and adaptable. What are you doing to build deeper connections with your team? What is working that you would recommend that we haven’t covered here? 

Feel free to contact me at 416-560-1806 or send me an email at joanne.trotta@leadersedgeinc.ca. I’m looking forward to hearing from you!

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