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will need to build policies that help many organizations have found unique needs and contributions and
employees maintain a work/life virtual ways to keep culture at the will, in turn, be more committed to
balance that prioritizes their health, core and fuel employee relationships their work.
well-being, and life outside of the from afar. Investing in employee We can all agree it makes a big
workplace which, in turn, supports relationships could include virtual difference when we feel the leaders
a productive working environment. talent shows, lunch dates, and coffee in our organization care about what
And flexibility means more than just chats. As the hybrid work environ- happens to us and invest the time
continuing to allow space for remote ment becomes increasingly prev- into making our work life better.
or hybrid work, it means addressing alent, don’t forget to purposefully Although listening sessions can be
when people work as well. build in optional, fun, non-work time-consuming, they send a clear
interactions so one can ensure that signal to the employees that they
Non-Work Time to Connect with people stay connected, wherever are valued.
Colleagues they are. By investing in people, hiring
59% of people surveyed currently based on the strongest fit, and
experience this benefit. There’s a lot Listening Sessions with Leaders leveraging tools to improve
more to work than the work itself. The 58% of people surveyed currently performance and build cohesive
employee experience rests heavily on experience this benefit. This one teams, one can retain top talent.N
an organization’s ability to build is interesting. People have lower
strong, healthy working relationships. stress levels when leaders reach Provided by Wiley Learning
Although the past year has made out and listen. They want to feel Solutions, 2021. How to Avoid the
it difficult to connect with coworkers, heard and acknowledged for their Great Resignation e-Book.

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