A leader recently asked me what organizations can do to improve retention in today’s hybrid and remote work environment.
My answer surprised them.
I didn’t start by talking about compensation, career paths, or employee benefits. I started by talking about what they do to onboard someone during their first two weeks on the job.
Think about your own first day at a new job.
When offices were fully in person, it probably included someone showing you around the office. You met your teammates, learned where the coffee was, and maybe even went out to lunch with a few coworkers.
Those small moments weren’t just about orientation—they were about belonging.
Today, many organizations hire employees they’ve never met in person. Teams are spread across cities, states, and even countries. Remote work has created incredible opportunities, but it has also introduced a new leadership challenge.
How do we help people feel connected when they may not be walking through the door every day? Watch below.
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Onboarding Is More Than Training
When we think about onboarding, it’s easy to focus on logistics.
The paperwork
The technology
The policies
The training schedule
Those things are important.
But here’s the challenge. People don’t decide whether they belong because they completed their HR forms. They decide based on how they feel.
Do they feel welcomed?
Do they know who to ask for help?
Do they feel like part of the team?
Connection begins long before someone fully understands their job responsibilities.
Relationships Don’t Just Happen
One of the biggest misconceptions about remote work is that relationships will naturally develop over time.
Sometimes they do. Without intention, often they don’t.
In an office, conversations happen organically. You pass someone in the hallway. You chat before a meeting starts. You grab lunch together. Those seemingly small interactions build familiarity, trust, and connection.
In a virtual environment, those moments don’t happen unless someone intentionally creates them.
That means leaders need to think differently.
What if, instead of simply sending a welcome email, you scheduled a virtual lunch during your new employee’s first week? Send an Uber Eats gift card, invite a few teammates to join a video call, and spend the hour getting to know one another—not discussing work.
It may seem like a small gesture. It’s not. It’s an investment in the relationship.
Belonging Drives Engagement
Research from Gallup consistently shows that employees who feel connected to their workplace are more engaged, more productive, and more likely to stay with their organization.
The early days of a new role are especially important because that’s when employees begin forming impressions about their manager, their team, and whether they truly belong. There is a direct correlation between the first two weeks on the job and the longevity at that job.
People don’t build loyalty because they have completed orientation. They build loyalty because they build relationships.
Your Leadership Challenge
Whether your team works in the office, remotely, or somewhere in between, ask yourself:
If someone joined my team tomorrow, how would I help them feel like they belong?
Not just informed. Not just trained. But truly connected.
Because leadership isn’t simply about helping people succeed in their role. It’s about helping them feel like they have a place on the team.
When people feel connected from the very beginning, they’re far more likely to stay, contribute, and thrive.
Want more ideas on how to create Intentional Connection in a Hybrid World? Check out my talk on the topic.
Keep connecting (intentionally!),