Mandating employees back to the office widens the divide between ‘us’ and ‘them’ – the people versus leadership – a power struggle more than a debate regarding work location and productivity
, we are missing the value of community in creating our remote working routines: strong ties are weakening and weak ties are missing.showed 35 per cent of employees working in a hybrid model and 25 per cent of those working fully remotely feel less connected to their colleagues than they did in 2021. And teams are struggling, needing to rebuild trust after years of exclusively two-dimensional communication and a lack of what Ms. Davey describes as “” .
Until recently, we thought of communities mostly as in-person forums where people with a common interest or mission come together to connect. The pandemic gave way to thinking about communities differently, with the addition of digital and asynchronous connection, which enabled us to overcome geographical barriers and to rely less on in-person and synchronous modes of collaboration.
If we think about our organizations as communities, comprised of subcommunities, consider the following for better engagement and inclusion:“People come together not just to be the same version of themselves, but because they see a new world together, they want to learn something together,” Tatiana Figueiredo, a community building expert, shared in our recent podcast discussion.
Treating our organizations as communities shifts our mindset from mandating to inviting; from dictating to empowering; from transactional to relational. It can foster a deeper sense of belonging as more people are connected to one another, and therefore to the company, which can only lead to higher engagement and retention.
Naomi Titleman Colla is founder of Collaborativity Inc., a Toronto-based consultancy focused on driving progressive talent strategy in this new world of work. She is also a co-founder of future foHRward.
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