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    5 Ways Workplace Bonding Improves Employee Satisfaction 

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    For many working professionals, the workplace is like a second family. And even though remote working has put a damper on the process, many workers today still think of the workplace as the place to create lifelong relationships and forge friendships.
    That’s why many companies today are enabling and encouraging workplace bonding. It has now become an essential part of the organization’s culture. It significantly improves employee satisfaction and is critical to an organization’s retention plan.
    Furthermore, since today’s hectic lifestyle leaves very little time for self-rejuvenation, workplace bonding can help reduce worker burnout and allow employees to improve their work-life balance.
    Here’s how workplace bonding can positively affect workforce morale and improve employee satisfaction.
    1. Reduces worker stress
    Everyone feels job-related stress once in a while. However, regular stress can be problematic and cause long-term problems. That’s why it’s important to create policies to combat it from an organizational point of view.
    Strong interpersonal bonds among teams can enable employees to cope with workplace stress and reduce anxiety. Furthermore, they can also reduce issues related to workforce demotivation and loneliness.
    2. Improves overall well-being
    Employees that don’t fit into the company’s culture feel social isolation, which can have an adverse effect on their mental and emotional health.
    Bonding with fellow coworkers can fix this issue and allow such employees to fit into a company’s culture. In addition, it can also help organizational leaders to build a culture of open communication and optimize employees’ work-life balance. Such organizations see improved communication and efficient collaboration between teams.
    3. Increases employee morale
    Strong employee relationships can significantly increase team morale and motivate employees to perform better. This increased emotional support instills a feeling of positivity in the team, leading to performance improvements, boosted sense of accomplishment, and increased focus.
    Simple social interaction can also improve employees’ sense of control over their working environment. This reduces workplace accidents and creates a relaxed working environment
    4. Supports better innovation from existing employees
    As mentioned above, interpersonal bonding leads to a relaxed working environment. And in a relaxed working environment, it is easy to accomplish tasks and optimize processes. Employees who don’t feel stressed can easily work on new ideas and derive inspiration from each other. They can also understand complex concepts and work toward simplifying complicated procedures.
    Employees who are not overwhelmed with day-to-day tasks can also generate and share business insights, which is another way to increase innovation through auxiliary help. Such ideas can also be patented for substantial financial rewards by the employer.
    5. Improves employee-management engagement
    Companies with good interpersonal relationships between employees see positive employee-management engagements. Such employees develop trusting relationships with their leaders and work toward a common goal.
    A culture of open communication is beneficial to both employees and management. Employees can use the newfound information to understand management perspectives better and grow their careers. The management can use this influx of information for organizational growth and idea brainstorming.
    This cannot happen where there is a superficial relationship between the team and management. For this to work, the supervisors and employees must communicate better and share observations.
    6. Creates a more helpful working environment
    Negative emotions between team members can lead to stress and dysfunction. On the other hand, a team that is built on meaningful employee relationships is motivated to provide guidance and support to its team members. Such team members also share knowledge and experiences with each other.
    This is very useful for new joiners since it allows them to access the knowledge and skills of experienced team members for efficient knowledge transfer. In addition, since team members are better suited to understand each other’s emotional requirements than management, they are also better positioned to provide job role–related knowledge and support.
    Furthermore, a helpful and engaged team can help team members realize their full potential. Such units can also create better workflows for their department.
    7. Increases worker retention
    This is one of the most significant advantages of encouraging better relationships between employees. Employees who are friends with each other engage in much more frequent and personal interactions. Such employees use a collaborative approach to working and developing better interpersonal relationships
    Since employees with better interpersonal relationships are relaxed and satisfied in their job-role, they continue working for the same organization for many years. This can lead to great retention statistics, significantly lowering business costs.
    How do you aid interpersonal relationships between employees?
    As a company, creating a culture of interpersonal relationships can be challenging. This change has to start from the root, i.e., employees themselves have to create a working environment where everyone feels comfortable sharing the details of their lives with each other. However, you can do a few things from a manager’s perspective to improve interpersonal interaction and facilitate team bonding.
    For example, you can schedule weekly corporate lunch sessions to improve bonding and build a culture of harmony. This can also be done on an inter-team basis, i.e., managers can schedule lunches with different teams to improve inter-team bonding. Such measures can help employees develop social relationships outside their current teams.
    Leaders can also use activities such as quizzes and professional workshops to inculcate a feeling of collaborative learning. The latter activity can also help employees grow their skills and climb up the corporate ladder.
    For a remote setup, you can create Slack and Mattermost channels that can enable different teams to collaborate digitally. You can also use these channels to motivate employees through recognition and rewards programs.
    Lastly, you can arrange infrastructure for your remote teams to collaborate if required. For example, some companies have started using coworking spaces as local hubs to connect their collocated team members.
    Conclusion
    Workplace relationships are a crucial part of an employee’s well-being. They can serve as emotional support systems, improve work-life balance and encourage inter-team harmony.
    Bonding between coworkers is also a great way to reduce stress and stimulate innovation. Companies that invest in employee bonding can see significant productivity and create a positive working environment for their employees.
    BairesDev is the leading nearshore technology solutions company with 4,000+ professionals in 50+ countries representing the top 1% of tech talent.
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      The Pros and Cons of Quiet Quitting for Employees and Job Seekers

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      If you have read any business website or career publication lately, you have likely heard about “quiet quitting.” This ubiquitous hashtag that originated on TikTok features employees proudly touting their rejection of the hustle-culture mentality that blurs the lines between work and personal life. The online community quickly found its new cause to champion, and the next viral trend was born.
      For years, these employees were simply known as “disengaged,” not willing to cater to employers that demanded far more than the duties printed on job descriptions. But add an alliterative name and a little hashtag heroism and suddenly, hundreds of videos and millions of views are generated by those willing to put employers on blast for trying to squeeze a few extra drops of productivity at employees’ expense.
      Deprioritizing work/life balance in order to maximize profits is nothing new. Additionally, the pandemic normalized remote work, and where work life had once occasionally bled into home life, it began hemorrhaging. Quiet quitting is simply the next step in the post-pandemic work evolution, riding the Great Reshuffle’s coattails.
      While the benefits of quiet quitting are more predictable, the drawbacks are less frequently mentioned, particularly with regard to future job prospects. Once the trendy buzz wears off, what’s in store for employees and job seekers? Let’s look at both sides.
      The Pros
      Two more topics that have taken center stage since the pandemic are burnout and mental health, both prompted in part by employee overwork and fatigue. For years, we’ve looked to the startup culture of Silicon Valley as the pinnacle of success. We’ve heard about the 130-hour workweeks and watched 20-somethings become billionaires after dropping out of college. We’ve heard stories of young professionals literally being worked to death only to say, “Well, I guess that’s the price of success.”
      But it took a worldwide pandemic to realize the ridiculousness of it all. No amount of success is worth sacrificing one’s physical and mental health, family, friends, personal time, etc. Unfortunately, some employers have yet to realize this, and workers are now pushing back. It’s a relevant topic that’s been a long time coming, and it took a short-form video app to bring it to light. As the trending hashtag racks up more views and expands to other platforms, perhaps these employers will finally give some thought to work/life balance.
      The Cons
      One thing social media has taught us over the past decade is that the internet doesn’t forget. Old posts will come back to haunt you, no matter how much you regret them and try to wipe the slate clean. Social media has also become a powerful recruiting tool, with 70% of employers researching candidate profiles during the hiring process. What kind of message does quiet quitting send to prospective employers?
      Nobody knows what the future holds. Quiet quitters may get laid off, or simply decide to change jobs as their career progresses. When employers view the quitters’ viral posts, their first impression will be what these candidates are NOT willing to do rather than what they are to help the company succeed. As mentioned earlier, quiet quitting originated from employers pushing boundaries, but not all employers are guilty. Some are sensitive to employee needs and provide a supportive culture with plenty of work/life balance. The chances are slim of any employer extending a job offer to a candidate who makes a bad first impression. Perhaps the boundary-setting rants should be postponed until after an offer is received, a work schedule is established and a two-way conversation can be had.
      Social media trends are like pop songs – there’s always a new one about to be released that will take the attention away from the last. But every few years, buried among the dangerous challenges and choreographed dances, a trend surfaces that actually brings attention to a worthy cause. #Quietquitting has accomplished this, but time will tell if it inspires positive change. Until then, it’s a candidate’s market, and job seekers have more choices than they have in years. A little due diligence on employer review sites and company social media pages can help them find the work/life balance they seek while sending a strong message to employers still unwilling to provide it.
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      A Wake-Up Call: Tackling the Employee Insomnia Crisis

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      When COVID-19 struck this time last year, most employees were forced to work from home. One of the results of enforced remote working is the rise in the number of people experiencing insomnia. One in four people reported sleepless nights and Google searches for the word “insomnia” surged significantly, with searches peaking most often during the early hours at 3am.
      Whilst COVID restrictions may be lessening, a natural return to healthy, regular sleep-wake cycles is not guaranteed in a new hybrid work environment.  In this article, I discuss the future of sleep in a post-pandemic workplace and why employers need to provide workplace support for better sleep.
      ‘Coronasomnia’ – why the nation is having trouble sleeping.
      The pandemic and social isolation have unsettled daily routines that usually serve as timekeepers for our natural body clocks. Keeping track of the time, and even the day, can be difficult without our usual time “anchors” like driving to the office, going to the gym after work, or picking up children from school.
      Research shows it can take four days to fully recover from just one hour of lost sleep. So, if we are ‘missing’ the recommended 7-9 hours, over time, a sleep deficit is caused. This makes it difficult to catch up on sleep and enhances the chances of sleep deprivation symptoms.
      Uncertainty also plays a significant part in affecting sleep, as it often causes anxiety that unsettles sleep as a racing mind keeps the body tossing and turning.  When will I get my vaccine? When can I travel or see my family? How long will lockdowns last? So much was (and still is) unknown.
      The impact of sleep deprivation on employee productivity and physical and emotional health
      Continuous poor sleep has a major impact on employee productivity with it estimated to cost the UK economy £37bn a year. Studies show that sleep deprivation leads to poor concentration and slower reaction times, which can lead to accidents and costly errors. From an emotional health viewpoint, lack of sleep results in higher levels of stress hormones in our bodies which, in turn, can increase feelings of anxiety, anger, and depression.
      Even if you receive enough sleep at night, if that sleep is of poor quality it can leave you feeling tired and unmotivated in the morning with decreased energy and concentration. 1-2 poor days of sleep per week increases the risk of employee absence by 171 percent.
      Physical symptoms of long-term sleep deprivation can manifest in a weakened immune system, causing regular infections and colds. Without adequate sleep, your body makes fewer cytokines, a type of protein that targets infection and inflammation, effectively reducing the body’s immune response.
      Long-term sleep deprivation is also associated with more serious health problems like increased risks of certain cancers, heart disease, ulcers, and gastrointestinal issues.
      Will we sleep better in a ‘hybrid work environment?”
      Even as restrictions begin to ease, staff sleep patterns may not return to normal as more companies consider a ‘hybrid’ work environment. Many businesses already have a flexible working policy, but some will embrace a permanent blended’ working model, with employees continuing to work from home a few days a week.
      Although emotions such as anxiety and uncertainly may reduce, which could have a positive impact on sleep, if more employees continue to work from home, some permanent factors may continue to negatively affect sleep.
      For remote workers there is the ongoing risk of ‘leavism’, being unable to switch off or catching up on work outside of contractual working hours. This blurring of home-work boundaries can contaminate our sleep environment. For example, the bedroom doubling up as a workspace may become the norm, as more employees participate in ‘bedmin’ (finishing admin tasks while in bed).
      Supporting the future of employee sleep
      Employers can lessen some of the health and business risks associated with pandemic sleep disruption by making practical changes to employee work schedules. Avoid scheduling too many early calls and virtual meetings and frequently rotating shifts. For those who work night shifts, if they are rotating, do so in a forward rotation (morning, evening, night).
      Set expectations regarding working hours and consider the benefits of setting up an official sleep policy for your organization. Provide virtual talks and invite health experts to discuss the impact of poor sleep and how to support those experiencing sleep difficulties. For example, you could run a seminar on how exercise or management of unhelpful thinking can have a positive impact on sleep quality.
      Employers might also consider offering staff cognitive-behavioral therapy (CBT). Whether someone already had chronic insomnia or it’s a recent onset from the pandemic, it’s a treatment that is evidence-based and has proven to be successful for a range of wellbeing difficulties including sleep.
      Providing whole of workforce education and self-help resources specifically for sleep (such as an online digital platform), will create an open dialogue around sleep concerns. This facilitates the development of effective support plans and will enable staff and managers to be aware of the benefits of setting healthy boundaries for a better work-life balance.
      By Gosia Bowling, Emotional Wellbeing Enhancement and Prevention Lead, Nuffield Health.
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