I never realized how much I relied on in-person connection to gauge employee sentiment. Or, how much I relied on spontaneous interaction as a means of keeping my thumb on the pulse on the culture. In the office, when employees didn’t come to me, I could more easily go to them. When situations occurred, I had more visibility. When tensions were high, I could feel it viscerally.
I’ve created more frequent office hours, so employees can ask me anything during this crisis and check in with me in a relaxed setting. I’ve encouraged our internal culture committee to plan more events and have been amazed by their ideas and creativity. I’ve shared my own experiences and anxieties in an effort to be transparent and encourage employees to do the same.
What are you doing to increase and encourage connection during this time? What’s working? What’s not?