In the wake of the pandemic, our relationship with work has shifted profoundly. Many employees are asking themselves existential questions like, Why are we here? and reevaluating their priorities. Burnout is at an all-time high, and employee engagement is suffering.
Workplace strategist Jennifer Moss emphasizes that creating a healthier, happier work culture doesn’t require an overwhelming overhaul. Instead, small, meaningful changes can make a significant impact on employee well-being and workplace satisfaction.
The State of Work: Key Stats and Insights
Meetings have increased by an astonishing 252% since the start of the pandemic, and this hasn’t scaled back.
Burnout is higher now than during the peak of the pandemic.
Many workers feel disconnected, lonely, and disengaged.
These trends have made it harder for employees to find purpose and satisfaction in their work. As Moss notes, addressing these challenges requires effort from both employees and employers, but leadership plays a critical role in shaping the workplace experience.
What Employers Can Do to Make a Difference
Here’s the good news: improving workplace culture doesn’t have to involve sweeping changes. Moss emphasizes that small, tactical actions can have a big impact. Here are a few ideas inspired by her research:
Rebuild Trust: Start by delivering on promises made to employees. Many workers have grown skeptical of leadership due to promises of flexibility, wellness initiatives, or career growth opportunities that were later withdrawn. Restoring trust is essential for fostering engagement.
Embrace the Power of 20 Minutes: A Cornell study found that spending just 20 minutes connecting with a colleague—over lunch, for example—can significantly improve morale and reduce feelings of isolation. Encourage team members to take breaks together, whether in person or virtually, by scheduling informal check-ins, sharing a coffee over a video call, or having a quick chat on a messaging platform. For remote workers, even short virtual interactions can foster stronger connections and a sense of belonging.
Host Meaningful Meetings: Instead of overwhelming employees with back-to-back meetings, be intentional. Start meetings with a quick check-in to ask how people are doing or what’s stressing them out. Even small moments of acknowledgment can go a long way in preventing burnout.
Create Rituals for Connection: Foster serendipitous interactions by creating opportunities for employees to connect socially, both in-person and virtually. Whether it’s a team lunch, a group walk, a virtual coffee chat, or an online trivia session, these rituals can help rebuild the “social muscle” that has atrophied over years of remote and hybrid work. Tailoring activities to include remote-friendly options ensures that everyone feels included and connected, no matter where they work.
Empower Employees to Shape Their Experience: While employers play a significant role, employees also need to feel a sense of agency. Offer opportunities for professional growth, autonomy, and the ability to contribute to meaningful projects. These actions can help individuals regain a sense of purpose in their roles.
A Call to Action for Leaders
The workplace doesn’t have to feel toxic or unsustainable. By implementing small, consistent changes, employers can foster a culture that supports purpose, connection, and peace of mind. As Moss reminds us, the shift doesn’t need to be monumental—it just needs to be intentional.
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