Fostering belonging in the remote workplace

The rise in popularity of remote work has led to job seekers worldwide looking for opportunities with remote-based companies, for reasons of increased autonomy, productivity and flexibility.  

This begs the question: Is remote always the best choice? Although it can offer many benefits, it may also lead to employee loneliness and isolation. 

Benefits of a sense of connection 

Telfer professor Jane O’Reilly has received a Social Sciences and Humanities Research Council Insight Grant for a project titled “How do remote employees develop a sense of belonging?” 

O’Reilly says, “We know that feeling connected to others at work is important for fostering employees’ fundamental need to belong. It is also associated with better mental health outcomes, well-being and work engagement. But we know less about how organizations and leaders can foster that sense of connection, especially within remote work contexts.” 

In a recent Statistics Canada survey, 80% of respondents expressed a preference for remote work.  

For O’Reilly, “Employees are telling employers they want the flexibility of being able to work from home, and organizations that can offer remote work while also helping their employees develop a strong sense of belonging will have an important competitive advantage in hiring top talent.” 

When employees feel valued and connected, it can increase employee mental health, improve productivity at work, and increase employee retention. 

Uncovering the pathways to belonging 

O’Reilly will explore the process that allows remote employees to develop a sense of belonging at work, looking into specific social contexts. She will develop a theory for how belonging is fostered in the workplace. Additionally, she plans to create an online training module for managers on fostering belonging within a remote team.  

The findings of this research may offer managers the understanding and tools necessary to develop a positive workplace environment.