How Managers Can Foster Connection in Hybrid Workspaces
In 2023, Forbes reported that 12.7% of full-time employees work from home, with 28.2% adopting a hybrid model. Looking ahead, the number of remote workers is projected to reach 32.6 million Americans by 2025, and Forbes wrote that an overwhelming 98% of workers expressed a preference for remote work at least part of the time. All signs indicate a seismic shift in work preferences and the need for your organization to adapt.
However, not all organizations and leaders are on board with a hybrid workforce. In fact, 2023 saw a growing number of large organizations returning to traditional in-office schedules.
With those mandates come proximity bias—an emerging workplace trend that’s influencing team dynamics and culture. Proximity bias occurs when managers form closer relationships with individuals who are physically present in the office rather than those who work remotely or visit the office less frequently.
This bias can affect decisions about promotions, assignments, and recognition. Generation Z employees, who often have less face time with their managers due to their preference for flexible work arrangements, may find themselves at a disadvantage when it comes to visibility and advancement opportunities.
As leaders and managers, it’s time to recognize the significance of remote work and its impact on your employees’ satisfaction, productivity, and retention. When you willingly create a virtual culture that prioritizes communication, collaboration, and meaningful connections, you will empower your teams to excel in a remote and hybrid work environment. It’s time to reimagine how you will provide opportunities for professional development, mentorship, and networking in the digital space.
Lead Authentic and Intentional Conversations
Adanta Ahanonu, chief program officer at COOP Careers, has found the key to successfully managing remote, hybrid, and in-office teams throughout her career: consistent office hours dedicated to connecting with her broader team members beyond her direct reports. Recognizing the importance of regular communication and human touch points, she offers sample topics for discussion, ensuring everyone has the opportunity to feel heard, valued, and seen. Conversations give her greater insight into team highlights and organizational needs that she may not have visibility into.
“Providing topics gives team members I don’t often interact with a tangible list of suggestions when considering how the time shared will be most meaningful to them so they have a reason to meet with me,” Ahanonu says. Her office hour topics cover a wide range of subjects, from personal check-ins, feedback, and mentorship to thought leadership, organizational tips, and industry insights. The inclusive “Other? I’m all ears!” category invites team members to discuss anything on their minds.
Get to Know Your Team on a Personal Level
This approach fosters stronger connections, addresses the need for flexibility, and overcomes proximity bias. Beth Messich, the principal and founder of Beth Messich Coaching and Consulting, echoes the importance of being intentional and authentic.
“Twenty years ago, I accepted a job in San Francisco but continued to live in New York. Early on, my manager asked me how we could connect without the casual run-ins we’d have in an office. We committed to daily non-work conversations,” Messich says. “I felt more connected with him than I did with leaders who sat in the same office with me. And it’s because he was intentional and authentic about getting to know me.”
As a manager, it’s your job to go beyond the surface level and connect with your teams. Authenticity is the key, and managers should bring their genuine selves to interactions, allowing their team members to do the same.
7 Habits of a Hybrid Office Champion
Invests in and uses digital collaboration tools, like Loom, Asana, Zoom, and Slido, to improve interaction and engagement.
Allows for flexible work hours.
Rotates team members across projects to reduce the influence of proximity bias.
Establishes transparent decision-making processes that involve all team members.
Recognizes and provides regular feedback.
Acknowledges and celebrates team members beyond traditional office settings.
Encourages virtual networking and connecting.
