HumanHire’s Post

Connection in the workplace is commonly thought of as a single dimension that prioritizes interpersonal relationships with co-workers. However, in a recent research collaboration, the research team at the NeuroLeadership Institute (NLI), along with technology firm Akamai, identified that connection in the workplace is, in fact, made up of four interrelated and essential elements: 1. employee connections with their colleagues 2. leader 3. employer 4. role This more accurate and nuanced view of workplace connections has implications for how organizations can design intentional talent strategies to create workplaces where employees are committed, engaged, and performing. #CollaborationAndTeams #WorkplaceNetworks #StarrAdvisoryGroup

A significant proportion of employees experience a sense of strain or disconnection in their relationships to their work, coworkers, leaders, and/or employers. In a misguided attempt to fix this problem, many leaders are demanding that employees physically return to the office, mistakenly believing that working in the office will foster social connectedness among coworkers. It turns out that this is only one of four important sources of connection. Interesting new research by Khalil Smith, Brigid Lynn, PhD, MPH and Dr. David Rock shows that employee connection at work has four elements: connections with colleagues, leader, employer, and role. 🤝 Colleague connection includes opportunities for collaboration and interdependence with other employees, the social support that’s given and received, and the influence of these factors on team performance. 🎯 Leader connection is about providing access to opportunities, granting autonomy, communicating clearly, setting expectations, and offering balanced feedback on performance and potential. 💡 Employer connection is about finding alignment between personal values and organizational values, contributing meaningfully to organizational goals, and finding purpose in one's work. 🧠 Role connection is about understanding one's job clearly, being engaged in the work, finding satisfaction and motivation in tasks, and having insight into career advancement opportunities. How do you build these sources of connection for yourself and your team? #connection #motivation #leadership https://lnkd.in/esAQdXGS

Interesting article based on interorganizational research collaboration with the research team at the NeuroLeadership Institute (NLI), along with technology firm Akamai. They identified that connection in the workplace is, in fact, made up of four interrelated and essential elements: employee connections with their colleagues, leader, employer, and role (CLEAR). What is your workplace doing well? How are some employers getting it wrong and why so many are resisting return to work mandates etc. #connect #collaboration #teamdevelopment #teameffectiveness

Connection in the workplace is commonly thought of as a single dimension that prioritizes interpersonal relationships with co-workers. However, in a recent research collaboration, the research team at the NeuroLeadership Institute (NLI), along with technology firm Akamai, identified that connection in the workplace is, in fact, made up of four interrelated and essential elements: employee connections with their colleagues, leader, employer, and role. A more accurate and nuanced perspective I think. https://lnkd.in/gUFcGfrF

Insightful. Connections vary for each individual - how are they connected to each other, their leader, their role, and the mission of the organization. Humans have so many kinds of relationships and many of them have nothing to do with being in the same physical location. I believe it has more to do with the sincerity of your connection and respect for their contributions. I still engage with and cherish my former colleagues, most of whom I engaged with on a deep level while being a couple hundred to a thousand miles away. "At this moment in work, when employers and employees are contending with lagging engagement, rapid and constant change, and a general lack of trust, getting workplace connections right is a business imperative. As such, it’s crucial that business leaders move beyond a one-dimensional view, and get clear on what workplace connections really are and how to leverage them to create the best outcomes for their employees and business."

Insightful article summarizing research around the types of connections employees value - colleague, leader, employer, and role. Each type of connection will be valued differently across employees (and value may ebb and flow as context shifts) and each type should be considered when introducing change to the organization. It is connected to systems thinking - understanding how a shift in one part of a system will have an impact on other parts of the system, or on other entire systems. Leaders could consider assessing the value employees place on these connections. Employee surveys are likely collecting data closely linked to these constructs (e.g., perceptions of coworkers, teamwork, vision/mission alignment, role clarity, engagement, leader effectiveness, etc). The data could serve as indicators of the strength of these connections but may not already be testing for the extent that these connections are valued. Post-survey follow-up efforts (e.g., focus groups, team workshops) could explore deeper. The idea of connections could also be a great team-building or retreat topic. At a minimum, leaders need to consider how any change effort will disrupt the way people engage and connect with different parts of the organization. Failing to think wide and deep before acting can result in more harm than good. #changemanagement #culture

When we think of “connection in the workplace” we think of “a single dimension that prioritizes interpersonal relationships with co-workers.” But research from the NeuroLeadership Institute (NLI) along with technology firm Akamai have other elements to add to the mix. They found that connection in the workplace is “made up of four interrelated and essential elements: employee connections with their colleagues, leader, employer, and role. This nuanced view of workplace connections has implications for how organizations can design intentional talent strategies to create workplaces where employees are committed, engaged, and performing.” A shift in perspective that can mean more than we realize. #Connection #BusinessLeadership

Connection in the workplace is often seen as a simple matter of interpersonal relationships with colleagues. But in a thought-provoking Harvard Business Review article by Khalil Smith, Brigid Lynn, PhD, MPH, and David Rock, they argue that workplace connection is far more complex. It’s not just about physical proximity—it’s about a nuanced approach to how employees connect with their colleagues, leaders, employers, and even their roles. In fact, the authors introduce the CLEAR model—four essential elements of workplace connection: 1️⃣ Colleague Connection – Trust, support, and collaboration among team members. 2️⃣ Leader Connection – Strong leadership that provides clarity, feedback, and opportunities. 3️⃣ Employer Connection – Alignment between personal values and the organization’s goals. 4️⃣ Role Connection – Feeling engaged and motivated in the work you do. These four factors contribute to stronger engagement, innovation, and performance. However, many organizations overlook the critical role of leader and role connections in favor of focusing solely on physical office presence. The reality is, connection is multi-faceted and doesn’t require everyone to be in the office to thrive. At Rising Team, we help leaders build psychological safety and foster deeper connections across all these dimensions. When all four CLEAR connections are strong, organizations can foster a more engaged, productive, and innovative workplace. Read more on how to enhance connections across your team and create a culture of collaboration. Read more here: https://lnkd.in/ecAFXdde #Leadership #EmployeeEngagement #PsychologicalSafety #TeamPerformance #WorkplaceInnovation

Feeling a sense of connection at work is critical. As First-Generation Professionals (FGPs), we often lack a road map for creating connections in the workplace, even if those connections are just with our colleagues. But what if we told you that connection at work isn't just about bonding with your fellow coworkers? Recent research reveals that workplace connection actually has four dimensions: 👥 Colleague connection: This represents the relationships you build with your peers. Peer-to-peer connections are critical to finding mentors and allies who understand your unique journey. 🫱🏾🫲🏽 Leader connection: This represents the rapport you have with your manager and leadership at your organization. You should be able to communicate openly about your goals and be able to seek guidance on career growth with your manager. 🏢 Employer connection: This is the connection and alignment you feel between your values and your company's mission. This connection is critical to your ability to contribute meaningfully to organizational goals. 💼 Role connection: Finally, this is the connection and clarity you feel to your own role's responsibilities. This connection allows you to find ways to engage deeply with your work. Want to learn more about these four types of workplace connections? Check out the article linked in the comments section. #firstgenerationprofessionals #connection #career #mission #mentorship https://lnkd.in/ecAFXdde

The recent article from HBR, "What Employers Get Wrong About How People Connect at Work," depicts employers' misconceptions about how people connect at work. The takeaway is that many workers feel disconnected from their roles, colleagues, leaders, and organizations. Some leaders are mandating a return to the office to mend these cracks. In my mind, this is a return to the traditional view of the workforce that physical proximity will build connections. However, the article points out that this approach often misses the mark. Forcing employees back can decrease productivity and may result in the loss of valuable team members. Instead, they suggest a framework, emphasizing that workplace connection isn't one-dimensional. It's composed of four key relationships: 1. Colleague Relationships 2. Leader Relationships 3. Employer Relationships 4. Role Relationships Our take at apc is that to truly enhance workplace connections, leaders need a more holistic approach. This means creating strategies that consider all four types of relationships rather than relying on a one-size-fits-all solution. If you're grappling with strengthening these connections within your team, let's talk. Our colleagues specialize in identifying and developing tailored training solutions to address these challenges. Read the full article here: https://lnkd.in/eJ6wH6Y8