Conclusion
In the post-pandemic and hybrid-working world, human connectedness has emerged as a critical factor in employee engagement, well-being, collaboration, innovation, resilience, agility and organisational success.
When we feel connected to each other, a wider purpose, and ourselves we are better able to navigate the inherently uncertain world we occupy.
As the lines between work and personal life continue to blur, especially in remote and hybrid work environments, maintaining strong connections with colleagues helps create a sense of belonging, purpose, and support that is crucial for employee engagement, satisfaction, and retention.
By understanding the science behind our need for connection and leveraging the S.P.A.R.K. Method©, managers and leaders can create more resilient, inclusive, and engaged teams.
By prioritising human connectedness and implementing the strategies outlined above, organisations and leaders can help navigate the challenges of the post-pandemic landscape.
Everyone has the ability to be a great people manager / leader, and it takes care and attention to grow the confidence, capability and capacity needed. Managing / leading is a privilege. We have the opportunity to grow, connect, inspire, inform, achieve. With support and development we become our best selves, empowering others to be resilient, agile, human. Through focussing on what really matters, and helping others fulfil their potential, we create a sense of belonging, purpose and meaning. By embracing the power of knowing, and not knowing, we are ready for tomorrow (Source: Hemsley’s management and leadership philosophy)