"If you have a friend you look forward to seeing at work, it's like earning $100,000 more in salary each year."
As more teams are starting to come together for in-person gatherings and team days, we're seeing "building camaraderie" as the primary goal leaders are focused on right now.
Team events pre-COVID tended to look a lot more like all-day working sessions and engineering hackathons. Now people are flipping the script and putting far more attention on purely social activities.
Whether it's a full-blown team gathering or an informal 1:1 with someone from another department, it's always worth encouraging teammates to connect and support each other.
People leaders aren't immune from feeling emotionally disconnected from their team.
This FastCompany article highlights a few tactics that managers can use to bridge that emotional gap.
Ultimately, it comes down to the five main points of connection.
Are you using the sandwich method for feedback?
If the answer is yes, then it's time to learn how to give an employee constructive feedback that inspires growth.
When creating your framework for feedback, remember the C.R.E.D. model.
What's a surefire way to drive employees to look for work elsewhere? Create a culture of fear, mistrust, and panic.
That's what is unfolding at JPMorgan where they are monitoring employee ID swipes in order to enforce its return-to-office policies.
According to Insider, one manager said some are feeling "deathly afraid of their teams falling short of 100% compliance."
This kind of adult-to-child relationship – where leaders micromanage and don't trust their team – hurts morale, performance, and retention.
A perfect example of what not to do.
If you're returning to the office or going hybrid, we'd love to hear how you're navigating that transition!
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Shoutout to our teammates Andrew Freedman and Julie Gelb who helped bring this week's edition of Stories that SHIFT to life.