Why 2023 Will Be About Fostering A Sense Of Belonging In Hybrid Environments

With flexible work here to stay, wellness programs need to respond

These days, it seems like “the office” is everywhere. From kitchen tables to coffee shops (and even back to cubicles), employees have been getting work done wherever—and whenever—they can.
 

And most are enjoying the flexibility. More than 60% of employees across all generations say flexible work arrangements make them feel more empowered, an Envoy Return to the Workplace report revealed.

Additionally, the vast majority of Gen Z (75%) and millennial (76%) employees prefer hybrid or remote work structures to being in the office full-time, according to Deloitte’s 2022 Global Gen Z and Millennial survey.

Flexible work arrangements will likely continue to trend in 2023, particularly as they influence employee recruitment, retention, and general work/life balance. However, hybrid work presents challenges in other areas of whole-person health—most notably, social well-being.

One-third of employees say feeling disconnected from coworkers and the lack of social interaction are the biggest challenges they face with remote work, according to the CCS Insight Employee Workplace Technology survey. In fact, that topped the list of concerns among respondents.

Adding the fact that the pandemic negatively impacted social connectedness across the world, it’s clear that employers need to bolster employee bonds.

As we move into the new year, it will be critical for employers to strategically foster a sense of belonging for remote, hybrid, and in-office workers alike.

DEI and Social Well-Being Need to Keep Up

Social connection is an important aspect of whole-person wellness. When people feel disconnected from others, it can lead to stress and anxiety. Of particular concern for businesses, it also leads to decreased productivity and increased attrition.

In 2023, employees’ perception of inclusion will depend on how their employers deliver on their diversity, equity, and inclusion (DEI) initiatives. A successful and sustainable DEI strategy will focus on creating a welcoming working environment for all employees—regardless of where that environment is physically located.

Employers have already taken notice of the important role DEI plays in well-being. A 2021 Willis Towers Watson employer survey indicated that 69% of organizations planned to expand diversity and inclusion initiatives in their well-being programs over the next three years.

Now is the time to reevaluate how DEI initiatives are resonating with employees, especially since remote and hybrid work policies likely have not changed since the beginning of the pandemic. As the needs of hybrid workforces continue to evolve, so too should your strategy to address those needs.

Anonymous surveys can help identify and address employees’ desires. Creating opportunities for direct feedback among employees, managers, and leadership can also drive a sense of purpose and a feeling of connection.   

Every employee base is unique, and not all offerings will resonate with every employee. However, there are general best practices for how organizations can support social well-being in a hybrid environment.

Sponsor and Promote Employee Resource Groups (ERGs)

In 2021, about 40% of companies had ERGs—a 9% jump from 2020, according to Sequoia Consulting Group. These groups are vital parts of DEI programs. They can bring together various groups of people—including those based on gender identity, religious affiliations, or shared interests. In the era of hybrid and remote work, it is particularly important to offer virtual meeting spaces for ERGs and support both in-person and remote gatherings.

Encourage Volunteering

Roughly half (51%) of companies currently conduct volunteer days as part of their social well-being programs, according to an Aon report. This encourages face-to-face interactions for employees who are typically remote and also gives them a sense of connection to their communities. For remote employees, offering volunteer time off so workers can contribute their time to causes they believe in without taking an unpaid day also fosters connection.

Employers of choice recognize that remote and hybrid work is here to stay—and they realize their DEI and overall social well-being programs need to keep pace. Doing so will empower workers to reap all the benefits of hybrid arrangements without losing a sense of connection.

Author Bio

Neepa Patel is the Chief Executive Officer at WellRight and joined the team in 2021. With over 25 years of experience in healthcare strategy and business development, Neepa has previously held executive positions at the BCBS Association, AIM Specialty Management, Evolent Health and IPG during periods of high growth and rapid change. With a strong understanding of both the challenges and opportunities facing the wellness industry, Neepa is uniquely skilled to lead WellRight's next phase of growth.   Connect Neepa Patel