Fostering a Culture of Belonging in a Hybrid Workplace

Creating a sense of belonging within an organization is critical for its growth and success, especially in a hybrid work environment, a workplace belonging expert said July 9.

Belonging means cultivating an atmosphere where every team member feels valued, regardless of their title or role, as noted by Smiley Poswolsky, a workplace belonging expert and thought leader.

Poswolsky spoke at PayrollOrg’s 2025 Virtual Congress.

In today’s world, employees are grappling with increasing job demands, a mental health crisis, economic uncertainty, and the future implications of artificial intelligence, Poswolsky said.

Establishing a safe environment where employees can thrive is essential for enhancing their productivity, Poswolsky said. “You can create an incredible impact on people by making them feel seen, heard, and valued,” he added.

Research indicates that hybrid employees tend to exhibit significantly higher engagement levels compared to their fully onsite counterparts, Poswolsky said. However, hybrid work presents unique proximity challenges, he added.

While hybrid work offers numerous advantages such as improved work-life balance, flexibility, and increased productivity, it also brings issues like impaired human connection, loneliness, and reduced access to work resources, Poswolsky said.

To address these challenges and foster a sense of belonging in a hybrid workspace, employers must recognize some key truths about hybrid work and adopt practical strategies to create an engaging environment, Poswolsky said.

First, employers must understand that hybrid work is here to stay. It is not going away, Poswolsky said. Hybrid work is now a fundamental part of how we live and work, he continued.

There is a growing demand among employees for hybrid work options, with many stating that they would decline job offers that do not provide this flexibility, Poswolsky said.

Secondly, hybrid work is not without its challenges, Poswolsky said. There is no one-size-fits-all approach to hybrid work. Employers must determine what works best for their organization and commit to it, he continued.

The success of a hybrid work policy may vary based on several factors, including job nature, employee experience, and motivation, Poswolsky said.

For example, implementing a fully remote work policy for inexperienced employees could negatively affect their career development due to limited feedback, hindered interpersonal skills growth, and disrupted mentorship opportunities. Therefore, it is vital for employers to be intentional and strategic in fostering a sense of belonging and connection in a hybrid workspace, Poswolsky explained.

Thirdly, employers should focus on connection building, Poswolsky said. “Hybrid is how we connect, not just where we work,” Poswolsky said. The real issue is building connections regardless of the work location, he continued.

Employers should establish a safe space for employees to share their experiences openly, which requires time, trust, and reciprocity, Poswolsky said. Building team psychological safety involves making the work environment about learning and growth, not just task completion, Poswolsky said.

“Hybrid doesn’t make up for a bad work culture,” Poswolsky said. Employers should treat culture as a product by promoting open communication, collaboration, growth, clarity, and transparency to create a constructive workplace culture, he said.

Developing a culture of meaningful feedback creates a valuable impact on employees, Poswolsky said. Employers should communicate the rationale behind certain decisions, especially tough ones, to enhance a sense of belonging and foster connection among employees, he added.

Practical Tips to Improve Hybrid Work Experience

Invest in Career Development: Employers should prioritize career growth and development programs to engage hybrid employees and help them stay connected, Poswolsky said. By investing in skill-building and learning opportunities, organizations can create a valuable hybrid workforce, he said.

Create Hybrid-Friendly Mentorship Programs: Establish mentorship and accelerator programs to help people maintain connections, Poswolsky said. Implement one-on-one coaching sessions, regular team meetings, and career workshops to facilitate this, he added.

Prioritize Community Building: Encourage team members to try new things, engage in conversations beyond work topics, and share life experiences, Poswolsky said. Consider initiating a connection innovation challenge within your team, he added.

Reimagine the Office Experience: Employers should reflect their company values in the physical workspace, Poswolsky said, urging organizations to be thoughtful in how technology is integrated into the work environment.

Implement Best Practices: To optimize hybrid work, organizations should implement best practices such as establishing core collaboration hours that accommodate both synchronous and asynchronous work styles, alongside the necessary tools to support employees, Poswolsky said.

Office spaces should be designed to enhance collaboration, complemented by quarterly in-person summits to strengthen team connections, Poswolsky said. Virtual onboarding should include structured connections to facilitate smoother integration for hybrid employees, he added.

By adopting these strategies, employers can create a hybrid work environment that not only supports productivity but also fosters a sense of belonging and connection among employees, Poswolsky concluded.