A new Gallup survey is finding more employees who work from home are feeling disconnected from their employers’ larger mission, the lowest level since before pandemic. According to The Wall Street Journal, “The findings have broader implications for businesses worried about remote work’s effects on employee loyalty and team productivity. For now, many workers say remote work affords them the ability to focus on their essential duties and avoid some of the extracurriculars of office life. This leaves it to companies to try to foster that sense of connection.”
Sharon Hill is an associate professor of management at the George Washington University School of Business. Her primary research area focuses on virtual work, seeking to understand both the positive and negative implications of virtuality at work in different types of virtual work arrangements (e.g., virtual teams, telecommuting, hybrid work) as well as the role of leadership in promoting effective work outcomes and employee well-being in virtual settings.
Her latest research papers have specifically explored how virtual work impacts employee well-being both positively and negatively as well as the key behaviors that make an effective leader in a virtual work environment. One of those key leadership behaviors that take on greater significance in virtual settings is setting a clear, common course or purpose for all employees, since virtual settings can foster a lack of common purpose and understanding.
“This survey raises a common concern leaders often voice regarding the impact of remote and hybrid work on employee engagement and commitment. However, the extent to which employees feel engaged in a remote work environment can depend on actions on the part of the organization and leaders, such as the level of social support provided and activities focused on maintaining connections,” Hill says.
“Indeed, working remotely has been shown to increase engagement if employees feel empowered to take advantage of the autonomy and flexibility it can offer. If organizations do the work required to help employees leverage the benefits of remote work and stay connected to the organization, employee engagement with the purpose of the organization need not necessarily decrease.”
WATCH: Hill dives more into these key leadership behaviors here and how leaders can better foster a sense of purpose and help employees be successful.
If you would like to speak with Prof. Hill, please contact GW Media Relations Specialist Cate Douglass at [email protected].
-GW-
