The Great Disconnection - April CHRO Networking Event

As leaders continue to navigate an organizational landscape of virtual, hybrid, and in-person work, they need new competencies to foster connection of their teams and employees.

Employees who feel undervalued or disconnected have been leaving organizations far more frequently in the past two years, and it is up to leaders to reverse this trend. In April 2022, we sat down with CHROs to discuss these ongoing challenges and best practices to address them. Following is a summary of our discussion.

Discussion Points

• Leaders are focused on how to protect their culture when everyone is working in different places, as well as how to evolve their culture to meet the current state.  
• The philosophy of the leadership team is a key driver of the decision to use a virtual, hybrid, or all-in approach. Participant CHRO organizations were in very different places with regard to “return to office” following the pandemic.  
• Leaders may be in denial that employees are feeling disconnected. If productivity remains high despite higher-than-average turnover, leaders may not see the link between connectivity and turnover.

• Some employees are very interested in in-person work, while others expressed dissatisfaction about returning to the office.
• Employees want more empathy from their managers—not just asking about their weekends, but truly showing they care for employees at a deeper level. In particular, Gen Z employees’ workplace satisfaction depends on feeling valued and heard.
• Many leaders need additional development in their situational leadership ability.

• Regular listening groups or informal Q&A sessions make a big difference in employee engagement.
• Feedback surveys are especially fruitful when they are followed-up by discussing the results with employees, identifying action items, and the leaders being transparent about the changes made.
• Work teams also benefit from weekly wrap-up meetings to share accomplishments, feedback, recognition, etc. in a more casual and informal format

Need additional support?

As your leaders continue to stretch themselves to navigate new and challenging dynamics, coaching support can help them do so more effectively. CTD’s on-target® and quickconnect® coaching models give you the flexibility to invest in targeted coaching at any level.  Effective onboarding is another tool for organizations who want to differentiate themselves as an employer. Check out our solutions for leadership and all-employee onboarding that provide a branded, customized experience for your new hires. We welcome the opportunity to talk with you about your specific leadership development needs and a custom solution. For more information and to learn about our full range of other services, please visit our website. organizational landscape of virtual, hybrid, and in-person work, they need new competencies to foster connection of their teams and employees.

Employees who feel undervalued or disconnected have been leaving organizations far more frequently in the past two years, and it is up to leaders to reverse this trend. In April 2022, we sat down with CHROs to discuss these ongoing challenges and best practices to address them. Following is a summary of our discussion.

Discussion Points

• Leaders are focused on how to protect their culture when everyone is working in different places, as well as how to evolve their culture to meet the current state.  
• The philosophy of the leadership team is a key driver of the decision to use a virtual, hybrid, or all-in approach. Participant CHRO organizations were in very different places with regard to “return to office” following the pandemic.  
• Leaders may be in denial that employees are feeling disconnected. If productivity remains high despite higher-than-average turnover, leaders may not see the link between connectivity and turnover.

• Some employees are very interested in in-person work, while others expressed dissatisfaction about returning to the office.
• Employees want more empathy from their managers—not just asking about their weekends, but truly showing they care for employees at a deeper level. In particular, Gen Z employees’ workplace satisfaction depends on feeling valued and heard.
• Many leaders need additional development in their situational leadership ability.

• Regular listening groups or informal Q&A sessions make a big difference in employee engagement.
• Feedback surveys are especially fruitful when they are followed-up by discussing the results with employees, identifying action items, and the leaders being transparent about the changes made.
• Work teams also benefit from weekly wrap-up meetings to share accomplishments, feedback, recognition, etc. in a more casual and informal format

Need additional support?

As your leaders continue to stretch themselves to navigate new and challenging dynamics, coaching support can help them do so more effectively. CTD’s on-target® and quickconnect® coaching models give you the flexibility to invest in targeted coaching at any level.  Effective onboarding is another tool for organizations who want to differentiate themselves as an employer. Check out our solutions for leadership and all-employee onboarding that provide a branded, customized experience for your new hires. We welcome the opportunity to talk with you about your specific leadership development needs and a custom solution. For more information and to learn about our full range of other services, please visit our website.