Hybrid working has become the norm for many businesses, bringing an end to spontaneous catch-ups and casual desk chats. And while millions of us enjoy the freedom of joining meetings from the comfort of our own homes, that same flexibility might be getting in the way of something deeper: a genuine sense of belonging at work.
In fact, Gartner reports that 30% of employees are actively avoiding more people at work compared to two years ago – and employee isolation is high on their list of HR issues to watch in 2025. So how can organisations create real, human connection in a hybrid world?
In our recent webinar, we spoke with Elcke du Plessis and Spencer Grey from Thomas, and Florence Carter, Global VP of People and Culture at Fuse Universal. Our experts offered four key principles, and the consensus was clear: if you want to fix disconnection, you need to design your workplace for connection. We’ve summarised the key takeaways from the webinar for you which you can read below:
1. Be more intentional about relationships
In a hybrid environment, you can’t rely on chance encounters to build relationships. We need to create opportunities on purpose, and the most successful teams are those that have already recognised this and started to remedy the gap. Florence points out that “connection doesn’t happen by accident anymore…it’s about being intentional. Creating time and space for connection to happen.”
All our experts agreed that leaders need to set the example, and prioritise informal connection in the workplace. That means scheduling moments for people to share, collaborate, and just be human together. If you want to foster the sense of community and connection that we know makes a big difference to profitability, work needs to go beyond deadlines and deliverables. Make connection a consistent part of how your team works.
2. Let employees shape the culture
But here’s where the nuance creeps in. Forced office returns often come at the cost of trust. People don’t want to feel micromanaged, they want agency in shaping how connection happens. “Top-down culture doesn’t stick,” agree Spencer Grey and Elcke du Pleiss, while at Fuse Universal, Florence details how the magic has come from letting employees co-create their connection opportunities.
“We introduced a Culture Club and a Social Committee - both fully employee-led,” Florence shares.
“They came up with the ideas and took ownership. From themed bake-offs and pub quizzes to a company-wide “Fuse’s Got Talent” competition, these grassroots initiatives weren’t just fun — they fostered real belonging. People felt part of something they helped to build. That autonomy piece is so important — giving people the space to shape their own experience.”
3. Employee experience matters more than you think
Meaningful connection doesn’t always need a team retreat or full day offsite. Often, it’s the little things that make the biggest impact.
Fuse Universal have used tools like Donut (a Slack integration that pairs colleagues randomly for virtual coffee chats) to spark casual conversations across teams, while Thomas gives all colleagues access to their Thomas Connect solution to improve their understanding of each other, whatever the interaction may be. Slack channels for pets, books or recipes help create micro-moments of connection, which in turn builds trust over time.
4. Celebrate your face-to-face moments
While the default may be digital, the successes detailed by Spencer, Elcke and Florence suggest that we should be looking for ways to bring people together in real life, and to make those moments more special through offsites, local meetups, and coworking days.
“There is something quite magical about meeting face-to-face,” Florence explains. “A connection can often feel more real if you are there in ‘real life’ with someone as well – technology can’t replace that.”
These moments can fuel future collaboration and deepen relationships started online. Time in a coworking space or a casual lunch can go a long way, as can a game or a discussion topic that sits outside the normal routine. The important thing is to find ways to learn more about each other in that setting so people will go away feeling that personal connection more strongly.
Final Thoughts
Virtual working environments will always challenge us in bringing out our humanity at work – and that means that we need to be thoughtful and creative in our own approach to connecting with others. Elcke points out that “tech is a wonderful way to bridge distance, but it doesn’t fully replace it.” Teams that can meet, should meet, but on their own terms.
Curious how Thomas Connect can help?
With practical insights into team dynamics, working styles, and interpersonal preferences, Thomas Connect helps people connect meaningfully and work better together – wherever they are.
Want to see more?
You can view the full webinar recording here
Meet the contributors:
Elcke du Plessis is a Global Training Specialist at Thomas. With a background in research psychology and psychometry, she is particularly interested in the crossover between developing individual potential and the analytics that help make decisions about people.
Spencer Grey is a People Business Partner at Thomas, where he blends his HR expertise with business strategy to drive impactful people initiatives that enhance performance and engagement.
Florence Carter is the Global Vice President of People and Culture at Fuse Universal, where she helps drive employee engagement, inclusion, and a strong hybrid culture. Her specialisms include startups and scale-up environments, along with EdTech, SaaS and digital technology.
