25 Feb Connection Takes Effort!
Why don’t leaders automatically try to connect more deeply with their employees?
I think this is a great question! You’d think that since connection is such a game-changer for engagement and retention, leaders would naturally prioritize it. Actually, data shows connection at work is a huge game changer for engagement and retention because, at the end of the day, people don’t just work for a paycheck—they work for purpose, belonging, and recognition. When employees feel connected to their leaders, their team, and the company’s mission, they’re more motivated, loyal, and invested in their work. Here’s why:
1. People Stay Where They Feel Valued
Think about the best job you ever had. Chances are, it wasn’t just because of the work itself—it was because of the people. Studies show that lack of connection is a top reason employees leave. In fact, a study from BetterUp found that employees with a strong sense of belonging have a 50% lower turnover risk and are 167% more likely to recommend their workplace. When people feel valued and included, they’re less likely to jump ship.
2. Connection Boosts Engagement & Performance
Engaged employees aren’t just “showing up”—they’re invested. And the #1 driver of engagement? Strong relationships at work. Research from McKinsey found that employees who feel connected to their organization are 3.2 times more likely to be engaged. When people feel seen and supported, they bring more energy, creativity, and commitment to their work.
3. It Reduces Burnout & Workplace Stress
Disconnection at work leads to isolation, stress, and eventually burnout. Employees who feel disconnected are more likely to disengage, feel overwhelmed, and check out emotionally. On the flip side, a culture of connection fosters psychological safety, where employees feel comfortable asking for help, voicing concerns, and working through challenges together—making work less stressful and more sustainable.
4. A Connected Workplace Fosters Loyalty
People don’t just quit bad jobs—they quit bad bosses and toxic environments. When leaders intentionally build connection, employees feel like they’re part of something bigger. They develop trust, loyalty, and a sense of commitment that makes them more likely to stay, even when challenges arise.
But the reality is, many leaders don’t try to intentionally connect with their employees—and here are some possible reasons why:
1. They’re Too Focused on Tasks & Results
Many leaders are juggling a million things—deadlines, metrics, strategy, and business goals. In the hustle, it’s easy to see employees as resources to manage rather than people to connect with. They might assume that if the work is getting done, all is well, without realizing that deeper connection actually drives better results.
2. They Assume It’s Happening Naturally
Some leaders genuinely believe they are connected. A classic example? The “open-door policy” myth—leaders think that because they’re available, employees will come to them if they need something. But connection doesn’t happen passively—it requires intentional effort, not just an open office door or a Slack status that says “available.”
3. Fear of Blurring Professional Boundaries
There’s this outdated idea that leaders must be detached and strictly professional to maintain authority. Some worry that connecting on a personal level might make it harder to manage performance issues or enforce accountability. But the best leaders know that connection and accountability aren’t opposites—in fact, when employees feel valued, they’re more likely to respect leadership and step up when needed.
4. They’re Operating in “Survival Mode”
In high-pressure environments, leaders often default to firefighting mode—just trying to keep things running. Taking time to have deeper conversations can feel like a luxury rather than a necessity. The irony? When leaders prioritize connection, employees are more engaged, reducing the very stress and chaos that puts leaders in survival mode in the first place.
5. They Don’t Know How
Not everyone is a natural at building relationships, especially in a workplace setting. Some leaders are introverts, some are task-driven, and some just haven’t been taught the skills to build meaningful workplace connections. If their own bosses never modeled connection, they may not realize its importance.
So, how can leaders create real connections with their teams, whether they’re in the office or working remotely? Here are three simple but powerful ways:
1. Make Communication More Personal (and Frequent)
Sending out company-wide emails or occasional Slack messages doesn’t cut it. People need real conversations. Check in regularly—not just about work, but about how they’re doing. Ask about their weekend, their big project, or even their dog. It doesn’t have to be a big deal—just show you care. And if your team is remote or hybrid, use video calls or voice notes to make interactions feel more human.
2. Involve Your Team in Decisions
Nobody likes being told what to do without any say in the matter. People feel way more engaged when they’re part of the process. Instead of just handing down decisions, ask for input, get feedback, and involve your team in problem-solving. Even small things—like letting them choose how to structure a meeting or weigh in on new initiatives—can make a big difference. This is Leadership 101.
3. Recognize & Celebrate Wins (Big and Small)
When people feel appreciated, they stay. Period. And yet, so many leaders forget to acknowledge hard work. It doesn’t take much—a simple shoutout in a meeting, a quick “Hey, I saw what you did, and it was awesome” message, or even a small reward for hitting a milestone. The key? Be consistent and make it meaningful.
Bottom Line
Most leaders don’t intentionally avoid connecting—it just gets lost in the daily grind, outdated leadership norms, or a lack of awareness. The good news? Once leaders recognize this and start making small, intentional efforts to connect, everything shifts—employee engagement, retention, and even business performance. Connection isn’t a soft skill—it’s a business strategy. And when you do connect intentionally, engagement skyrockets, turnover drops, and companies thrive.
What about you? Have you ever worked somewhere or for someone that nailed (or totally missed) the mark on connection? How did it affect your experience?