By undertaking a regular assessment of their remote workers’ feelings of connectedness, together with their views of their available energy, employers are able to provide the relevant support, encouragement and guidance that their remote teams need to flourish in an effective remote working culture.
We see connectedness as being something we can measure, and affect positively with interventions, in four major areas:
- Connectedness to the Organisation
- Connectedness to the Manager
- Connectedness to the Team
- Connectedness to the Task
In each of these areas we are able to draw on research to show that, for example, high levels of reported Organisational Connectedness, which include positive perceptions of being accepted, respected, included and supported in the organisational social environment, are linked to increases in wellbeing, resilience and ultimately productivity.