Workplace Connectedness in Times of Change

Humans are wired to seek safety and security. Change is often viewed with suspicion and rejected against the comfort and familiarity of the status quo. This notion also applies to the workplace: “Employees want safety,” writes HR expert Josh Bersin, “They want psychological and physical safety.” Of course, change is unavoidable, posing a challenge for employees and leaders alike: how can we maintain a sense of organizational connectedness during social, political, technological, and business changes?  Effective and empathetic leadership can make a significant impact by transforming challenges into opportunities for growth, unity and resilience.

Importance of leadership.

Leadership Qualities for Effective Change Management

Effective change management requires leaders to drive the company through transitions to optimize performance and foster resilience. Influential leaders take steps to rally the entire team to understand and accept the required changes and then collaborate on their execution. This is the Ripples of Impact principle – one of 13 principles comprising the Doing Good Model: When a person is connected with their own personal values, they create a ripple effect that affects the organization and society as a whole.

The key to success lies in building trust, confidence, and employee engagement through several vital leadership qualities:

• Empathy: Empathetic leaders who listen to their teams and acknowledge their concerns create a supportive environment. Caring, attentive managers show genuine concern for employees’ well-being and provide support during challenging times. “In times of crisis, leaders must prioritize empathy and compassion first, business second,” writes Josh Bersin in his article, CEO as Chief Empathy Officer. “This approach not only helps in addressing immediate concerns but also in building a foundation of trust and safety among employees, which is essential for long-term growth and stability​.”
• Vision: A clear and compelling vision for the future helps create a sense of purpose and direction, crucial for maintaining focus and engagement during transitional periods.
• Decisiveness: Decisiveness is crucial in maintaining organizational momentum and ensuring continuous progress despite challenges, as noted in Deloitte’s Human Capital Leadership Outlook from 2023. Confident leaders inspire a sense of direction and purpose among their teams, and quick-to-decide managers mitigate confusion and uncertainty.
• Transparency: Honest sharing of information, including challenges and uncertainties, builds trust and credibility. Keeping teams informed about the motivations for change and the steps taken tamps down rapidly spreading fires of rumor and speculation. Connect this with another Doing Good Models element – We Are All One, which states that each person has his or her uniqueness, and all of us comprise the whole and constitute part of it. Indeed, our willingness to work together is much higher when we know and understand what’s happening, what’s required of us, and why our collaboration is important.
• Adaptability: Modeling adaptable behavior inspires teams to follow. Leaders who themselves adapt to new circumstances, acting with flexibility and a willingness to pivot strategies, empower employees to embrace change and take the next steps—report to different managers, collaborate with new peers, develop new skills, and more.

Strategies for Sustainable Workplace Connectedness

Authentic Leadership

Clear, consistent, and honest communication is the foundation of a connected workplace. Genuine human interaction builds trust, reduces misunderstandings, and ensures everyone is aligned with the organization’s goals and values. Leaders who prioritize transparency and authenticity actively listen to their teams with open-mindedness and empathy.

Technological tools like Slack, Microsoft Teams, and Zoom can help open communication channels and make it easier to connect in real-time. Still, powerful communicators treat them as facilitators rather than replacements for human interaction.

Culture of Inclusivity

An inclusive culture embraces and celebrates the multitude of our experiences, backgrounds, and viewpoints. A commitment to diversity and inclusion is often integrated into ESG strategies to ensure equitable opportunities for all individuals, regardless of their background or identity.

A workplace that promotes inclusivity and diversity not only does well for its people, it’s also more likely to be successful in business: in their paper Leading in a Boundaryless World, Deloitte claims that organizations with inclusive cultures are twice as likely to meet or exceed financial targets, three times more likely to be high-performing, and six times more likely to be innovative and agile.

Empowering Employees

Giving employees the autonomy and opportunity to collaborate in decision-making supports their success and sense of belonging. Delegating authority and promoting teamwork and cross-functional projects cross-pollinate diverse skills and perspectives and inspire employees with fresh professional chall

enges they can grow through.

Continuous Learning and Development (L&D)

Josh Bersin writes that L&D programs can significantly enhance employee retention. According to Mr. Besin, the most impactful L&D practices support career development, leadership skills, and continuous learning​, such as on-the-job training, mentorship programs, and informal coaching. Not only do L&D programs nurture personal and professional development, but they also make employees feel valued and motivated to stay with the organization.

Volunteering and community service

Giving staff a space to collaborate on something other than work can strengthen community ties and foster a sense of workplace connectedness. Employee volunteering can improve morale, create stronger team bonds, and give your team a sense of purpose beyond the workplace. Volunteering is an effective avenue for new skill development, stronger bonds and enhanced workplace connectedness. Unprecedented changes are an opportunity. Volunteering is also one of the Doing Good Model’s elements, which defines it as Action in the community, based on inner strength and love for others. On the organizational level, volunteering fuels both better business and employee empowerment and loyalty. On the Individual level, people who do good are happier and healthier people and have a higher sense of meaning and purpose.

Maintaining a connected and cohesive workplace during tumultuous times gives companies a strategic advantage: With engaged workforces, organizations are better equipped to navigate change. Through the collective efforts of empathetic and adaptable leadership, supported by a committed and cohesive team, businesses can truly excel in the great unknown.