Bringing teams back together again – 6 areas to consider

For half of Polish employees surveyed by Randstad for their Employer Brand Research report, a good workplace atmosphere is a key factor in deciding whether to join a company. These figures are significant for businesses because, as the same report shows, employers with a poor reputation face 10% higher hiring costs [1]. Although these figures predate the pandemic, the need to provide employees with a friendly atmosphere remains just as crucial as we return to business as usual. In fact, it is even more important now, as the generations for whom well-being at work is a top priority are beginning to dominate the market.

Improving the atmosphere often requires reintegrating employees who, after years of working in unusual conditions—often entirely remotely—no longer feel connected to their team or the company culture.

It is hard to blame managers for this— the pandemic era was characterized by rapid change, making it virtually impossible to develop management strategies. Furthermore, managing a distributed team —even in calmer times— is an incredibly difficult task.

Nevertheless, it is entirely possible to ensure that teams, whether returning to the office or remaining distributed, are satisfied with their workplace atmosphere. So, how can we help employees feel like a cohesive team again after years of functioning largely as digital avatars? How do we integrate them in today's hybrid reality? Here are our tips.

Let’s look at 6 key areas of this issue:

1. Communication.
2. Routine and rituals.
3. Shared goals.
4. Competition.
5. Entertainment.
6. Space.

Communication

The first "victim" of team dispersion during the pandemic. And at the same time, one of the most important factors influencing integration or disintegration. According to Elżbieta Robak from the Faculty of Management at the Częstochowa University of Technology, a lack of good, open communication between employees (misunderstandings, gossip) destroys team relationships and prevents effective integration [2].

In the case of a hybrid model, it is worth ensuring that information continues to appear in online channels (team emails, instant messengers, intranet statuses), but is strongly supported by meetings during office hours. This will also facilitate another key issue: receiving feedback, and having honest, face-to-face conversations with employees.

Remember: non-verbal communication is prone to overinterpretation and misunderstanding [3]. Therefore, meet with employees in person regularly, taking advantage of their presence in the office.

Routine and rituals

Daily chats by the coffee machine, pre-holiday events, as well as morning online status updates and celebrating successes on the intranet: all these are "little things" that, when combined, have a huge power to integrate employees with each other and the company. As you can see, "new secular traditions" can emerge in both online and on-site work. It is worth ensuring that their proportions are balanced. This means, among other things, that we don't "neglect" remote days – we still practice our regular rituals, such as the aforementioned status updates or end-of-day summaries.

An interesting solution for creating rituals could be, for example, team photos [4], which help to remember and recall moments that are particularly important to the team. Anything that builds a kind of "internal tradition" for the company and its teams will also serve to foster integration. These types of photos can also bridge the offline and online worlds if, for example, we post them on the intranet after a joint event.

Chaos is disintegrating, so it is worth establishing concrete and well-thought-out rules, even if we act flexibly later on. In the initial phase of the "return to the office," people should feel strongly that management is in control of the situation.

Shared goals

According to a researcher from the Częstochowa University of Technology, shared ethical values and moral norms bring employees closer together and set positive patterns of behavior [2].

A good solution in the team integration process can therefore be joint charitable or pro-social activities. Organizing fundraisers for animal shelters or trips for group tree planting are examples of modern integration tools. Not only do they provide (in the case of trips) a form of entertainment, but they also unite the team around a common goal.

Shared goals can also be related to broadening horizons and spreading knowledge. You can provide your employees with expert training and consultations with specialists, available through MultiLife. They will be able to exchange feedback on them or discuss the results they have achieved. Their personal development can thus also have a positive impact on their relationships.

Remember that as many as 43% of employees include relaxation courses and workshops (such as mindfulness) as highly desirable benefits, with nearly 40% rating psychological consultations provided by the company and 30% nutritionist consultations [5].

All these services help to organize our thoughts and learn how to identify what matters most to us at any given time. Once we recognize our goals, it becomes easier to identify others who share them and work together more effectively to achieve them.

Competition

It is a paradox of sorts, but contests, setting challenges, and team competition actually bring teams closer together. This is particularly evident in sports. In fact, as the 2022 Benefit Systems report shows, as many as 30% of employees state that supporting company teams (team sports, relays) is a highly desirable employer initiative.

Team games and competitive challenges can be conducted in a hybrid format, for example by organizing live training sessions while handling results summaries online. It is worth supporting employee fitness – in addition to cards like MultiSport, you can provide them with access to platforms featuring online workouts. A good example here is Yes2Move offered in MultiLife packages. As part of this benefit, employees can also take advantage of services such as consultations with a personal trainer.

Entertainment

Nowadays, there are no longer any obstacles to returning to off-site trips and team-building meetings. For distributed teams, this is especially important. If you are operating in an individual or flexible/rotational model, such a multi-day event, combined with elements like competition and education, may be the only opportunity for many people to meet their colleagues in person.

However, it is important to listen to the team's needs first and tailor the integration format to them. For example, it is a good idea to leave a "buffer" for client-facing teams [4] so that a multi-day trip doesn't cause frustration upon their return.

Space

Integrating teams returning to the office requires re-evaluating the office space itself. Colliers suggests dedicated team rooms for collaborative project work, as well as focus rooms for 1:1 meetings [6]. Creating relaxation areas or spaces for shared meals is also worth considering.

It is also worth remembering to plan in-office days wisely – having the right number of conference rooms or team/focus rooms will ensure that integration happens effectively. Remote work days can then be used for individual focused tasks, while the office can be utilized for brainstorming, meetings, and training.

Regardless of the model, hybrid work remains a challenge for companies. However, it is worth addressing it as soon as possible. All signs point to this format being here to stay. And rightly so – it allows for combining the efficiency of working from home with the benefits of an in-office model, leveraging new technologies, and saving office space, which in turn becomes more welcoming and tailored to employees' needs.

An integrated team is a definite asset to a company. Any actions taken in the areas mentioned above will therefore pay off, both for individuals and for the organization as a whole.

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Bibliography:

1. https://www.randstad.pl/s3fs-media/pl/public/2021-05/2019-raport-randstad-employer-brand-research-raport-krajowy.pdf.
2. https://www.sbc.org.pl/Content/359248/robak.pdf.
3. https://kadry.infor.pl/kadry/hrm/komunikacja/4689126,Hybrydowy-model-pracy-3-podstawowe-rodzaje.html.
4. https://nooffice.org/pl/reunion/#jak-zorganizowa%C4%87-udane-spotkanie-integracyjne--porady-i-wskaz%C3%B3wki.
5. Benefit Systems report "Tired, indifferent, disengaged. Post-pandemic employee needs" 2022.
6. https://www.colliers.com/pl-pl/news/praca-hybrydowa-w-nowej-rzeczywistosci.