Your Play Book for Employee Connection

Importance of employee connection in the workplace

Employee connection means respectful working relationships, not required friendship or personal disclosure. Some employers and employees don't try to connect, although it can take time to start a relationship. You don't need fancy team-building activities or expensive massages. Just saying hello and giving compliments can help.

Employee connection can take different forms as people work remotely or in person. Making connections at work can offer support; here are six considerations for positive working relationships. See HSE's relationships guidance.

Employee loyalty: Employees who feel valued by the company may feel more attached to it.
Trust and respect: Employees that feel connected to each other can support one another with trust and respect. When employees are connected to each other, they may find it easier to ask for help and collaborate.
Job satisfaction: Positive work relationships contribute to job satisfaction. Employees who feel connected to their coworkers tend to find more enjoyment in coming to work.
Productivity and Engagement: When employees feel like they belong, they may feel more engaged. When employees feel connected to each other, they may find support to do their best at work, but this does not guarantee extra effort.
Decreased Turnover: Employees who feel valued by the company may want to stay, but job security and development opportunities also matter.
Support System: Work friends can be there for you when you need advice or help. They're not just friends, they're also a support system.

Building strong connections at work can offer support alongside other working conditions. CIPD's engagement guidance links relationships and managerial support with engagement within broader job quality; most engagement studies show association, not causation.

Why do people struggle with employee connection?

Employee connection can feel like a big challenge for many people. While some excel in making all sorts of relationships in a professional setting, others find it unnatural. These are some common reasons people may struggle with employee connection.

The role of HR: HR (Human Resources) colleagues can be approachable while keeping professional boundaries. HR folks have to keep confidential info, but can still listen and treat colleagues with respect.
Non-meaningful relationships: Meaningful working relationships are about earning respect and trust from bosses and teams, not just being popular.
Socializing skills: Not everyone finds it easy to socialize. It can be embarrassing to randomly sit with different people at lunch or make small talk. Others keep their distance because they might have to handle confidential issues or even dismiss someone, which could be awkward if they are too close.
Workplace culture: Company culture plays a large role in creating a safe and inviting environment. Some places feel competitive, while others are all about teamwork and helping each other out.

Although these problems can happen in normal conversations, it's important to recognize that professional relationships have their own way of working. Knowing this might help figure out why some folks find it hard to build professional connections.

Simple strategies to achieve employee connection

Here are some simple tips on how employees can build working relationships. Using these strategies can help teams work better together.

Encourage Open Communication: Encourage talking and sharing ideas. Offer ways to contribute in meetings, one-to-one conversations or written input. Imagine you're in a group of friends playing a game. It's more fun when everyone talks and shares ideas about how to play. That's what open communication is like at work. Listen, act on feedback and explain what will change or why it cannot. CIPD's voice guidance recommends complementary channels and two-way communication.

Tip: Create a welcoming environment by staying friendly, actively listening, celebrating differences, and being patient. Even though these things may seem simple, they really make a big difference.

Recognize and Appreciate Contributions: When others do something well, compliment them. Let them know you noticed and liked what they accomplished because it can help people feel valued and important.

Tip: Acknowledge employees' hard work and go beyond a simple “good job” when possible; it's useful to say something like "I really liked how you helped the team finish the project on time. Your hard work made a big difference." This shows that you noticed the specific effort they put in and how it helped the team or company. Use consistent contribution-based criteria, and ask whether public or private thanks are preferred. CIPD's recognition review emphasizes consistency and fairness.

Set Goals and Expectations: Ensure that everyone knows exactly what they are supposed to do and what they are looking to achieve from it. It's like giving everyone a map to follow so they know where they're going and how to get there.

Tip: Agree realistic goals relevant to the work. Be clear and concise: in bullet points, write what tasks they need to complete, how their work contributes to the company's success, what results are expected from them, and when deadlines are and how urgent tasks are. Include who owns each task, available help and a check-in. Acas's objective-setting guidance recommends fair objectives that reflect usual tasks and workload. Hypothetical task agreement: “Sam will draft the project update by Friday so the team can plan next steps. Jo will provide data; we'll review progress on Wednesday.”

Provide Opportunities for Growth: When you let people learn new things and improve at their jobs, they can be their best selves. Ask what skills they want to develop and agree time and support for practice.

Tip: Offer training programs or mentorship opportunities to help employees develop new skills and advance in their careers.

Lead by Example: Why wait for everyone else to start? The best way to impact something is to start it. Start with a simple hello next time your co-worker comes into work or offer an optional chat during work hours, in person or online. Demonstrate empathy, respect, and integrity in your interactions with employees to set a positive tone for the workplace culture.

Tip: You might say, “Would you like a short chat during work hours, in person or online? No pressure if you'd rather not.” It's a nice way to start a conversation, especially if you're not sure what to talk about.

By implementing these strategies and tips, you can help cultivate strong employee connections that can support respectful working relationships.

Choose contact channels for employee connection

In today's world, where people work from different places, choose channels that suit how your team shares views and work.

Choose ways to:

Talk in Real-Time: Use an agreed channel for instant messaging. Set response expectations so team members need not be continuously available.
Work Together: Share ideas and collaborate on projects using a shared space for work and feedback.
Stay Informed: Agree where to share updates, goals, and achievements. This keeps information available without requiring constant checking.
Make It Your Own: Choose optional activities to fit your company's needs. You can organize events, celebrate achievements, and help teamwork in the way that works best for you. Attendance is not a measure of work contribution.
Check the Fit: Check how a channel works with the tools you already use. Check accessibility and agree response expectations before adding it to your work routine.

Start by asking colleagues which channels suit them. CIPD's voice guidance describes individual and collective ways to share views.

Connect, connect, and connect

At the end of the day, you never know where making friends at work might take you. Whether you're the boss or just an intern, connecting with your co-workers is important. You could get helpful advice about work or even find new friends! So, make connections at your own pace; friendship and personal disclosure are optional.