How often do you find yourself noticing when someone is out of the office? Nowadays, it is rare for people to realize in the moment when someone is absent for a conference, vacation, appointments or even major life events.

We used to see that empty seat when we were walking the halls to take a break or head to a meeting. When we were working in the office 100% of the time, consciously or unconsciously, connections were created as our lives in the office became intermingled. From joyful celebrations to sorrowful consolations, we knew when someone was out of the office or experiencing a life event outside of work. For those who were more reserved in offering why they were out of the office, at least others knew they were missing, which can, at a minimum, prompt them to check in. Not so much anymore.

In today's evolving workplace, many of us navigate a hybrid environment that blends remote and in-office work. This model offers undeniable perks such as flexible schedules, cost savings with reduced transportation and less eating out, environmental benefits and decreased commute stress.

However, just like a roller coaster, what comes up must come down, and working from home can present some challenges. It can lead to inadequate office setups, interruptions from others in your home, burnout due to poorly defined work boundaries and a sense of isolation. Recognizing these challenges underscores the important role of community, connection and affiliative leadership in creating a supportive and productive work environment that is beneficial to both employees and the organization.

Business as a Community

Many of us have heard about the Gallup research on the importance of having a best friend at work, but today that can seem like a daunting feat, especially for those of us who are not having as many casual interactions in the hallway or in between meetings. For those data lovers, research from a 2022 article published in the Journal of Organizational Effectiveness: People and Performance shares how absenteeism attributed to stress and loneliness costs U.S. employers an estimated $154 billion annually. In a time when revenue is strained, we cannot afford to lose money by not focusing our actions on building community in the workplace.

The Stanford Social Innovation Review defines community by recognizing what it is and isn’t: “Community is not a place, a building, or an organization; nor is it an exchange of information over the internet. Community is both a feeling and a set of relationships among people. People form and maintain communities to meet common needs.” What this leads us to is the notion that we can form a sense of community by enriching the quality of connection among coworkers.

Reconnecting at Work

Connections come from trust (“I’ve got your back and I know you have mine, too.”), genuine care (How are you really feeling today?”), vulnerability (“I made a mistake, can you please help me?”) and shared experiences (Me, too!”) that pop up organically through a variety of interactions. Many of us are in front of a screen for meetings that have set agendas and do not include causal side conversations. We may not even have cameras turned on by the attendees, lessening the engagement even further. This type of meeting structure is counter to building connections. We must fight these counterforces to build community.

We have to be intentional about how we schedule our interactions. Within these interactions, we need to avoid being task-driven, focusing only on the work and not on the person doing the work.

Affiliative Leadership on the Rise

So, now that we can see that community and connections are critical in the workplace, let’s talk about how we can create and sustain these through affiliative leadership. And bonus, anyone with or without a title can be an affiliate leader.

Affiliate leaders prioritize employee well-being and focus on creating strong emotional bonds between the person they are working with and between all team members, whether they’re working in-person or virtually. When living in an affiliative leadership environment, you will find an atmosphere where:

•      Leaders are aware of and maximize the use of each employee's expertise and capabilities.

•      Employees have a clear understanding of their value to the team and how their efforts contribute to both team and organizational success.

•      Recognition and rewards are frequently given for both individual and group achievements.

•      There is a continuous emphasis on learning and growth through regular training, ongoing feedback, and personal development.

•      Resources and support are provided to all team members, enabling them to fully leverage their skills and capabilities.

•      Employees are trusted to work autonomously, fostering a sense of empowerment and freedom.

•      Leaders operate on a two-way street, maintain open lines of communication, and are open to learning from their team members.

The costs are high, and the rewards are higher. You have control to make a positive difference in creating connections and a sense of community at work. What will you commit to acting on before the week is over to demonstrate your affiliative leadership skills?

Bio:

Wooden Consulting, LLC

Corlinda Wooden

https://www.woodenconsulting.net/

Corlinda Wooden is the President of Wooden Consulting, LLC and a passionate leader of the credit union movement who specializes in leadership development, executive coaching, strengthening sales and service cultures, and pushing innovative approaches to drive bottom-line results. Corlinda was recently named American Banker’s Most Powerful Women in Credit Unions and her passion for helping people succeed, coupled with her creativity and over 25 years of experience in the financial industry, have helped the teams she has worked with reach new heights. When not hard at work, you can find Corlinda fully immersed with her husband, two daughters, a pandemic puppy, and two fluffy cats. “Work hard, play hard, and rest hard” is one of the key messages instilled in her household.