The Changing Dynamics of Workplace Relationships Post-Covid

The Covid-19 pandemic has transformed the way we work, leading to a seismic shift in workplace dynamics. With the rise of remote work, employees have had to adapt to new modes of collaboration and communication.

Fitzgerald HR recently undertook some valuable research into workplace relationships, exploring employee workplace relationships in our ‘new normal’ working landscape.

Our research looked into several areas impacting relationship building in the workplace such as communication methods and frequency, collaboration and workplace dynamics. The responses we received highlighted several trends according to age, gender and size of the employee’s organisation – some of which were unexpected.

Let’s take a closer look at the statistics generated by the research.

The Rise of Remote Collaboration in workplace relationships

Our research shows that a staggering 95% of employees report working collaboratively remotely.

Prior to Covid, many organisations may have struggled with the concept of being able to work ‘together’ separately. However, the pandemic has accelerated the adoption of digital tools and technologies that facilitate remote collaboration. Video conferencing platforms, project management software, and team communication tools have become essential for enabling effective teamwork despite physical distance.

Remote working necessitates concerted effort and proactive communication to ensure effective collaboration. With physical barriers in place, employees must work harder to bridge the gap and to work together seamlessly.

Our research suggests that employees are now accustomed to utilising these new digital tools and, rather than waiting for an opportunity to be in the office together, employees are able to work together and tick actions off their lists whilst working remotely.

Enhanced Confidence in Reaching Out to Colleagues

Our research indicates that an overwhelming 99% of our survey respondents feel confident in initiating communication with their co-workers when they require help or support in the workplace.

With remote work, employees have realised the importance of proactive communication and reaching out for support or collaboration. The reliance on digital channels has made it easier to connect with colleagues, fostering a stronger sense of teamwork and collective problem-solving.

Self-Consciousness About Non-Work Related Topics

Whilst the overall confidence in reaching out to colleagues has increased, there is still a significant portion of employees who feel self-conscious about discussing non work related topics through remote channels. According to the data, 24% of employees experience self-consciousness in such situations. Notably, women tend to feel more self-conscious than men, with a rate of 25% compared to 20%.

Another pattern emerging from the research shows that employees with under 2 years of service in an organisation are more likely to feel self-conscious when discussing non-work related matters. The percentage rose to 48% of employees with short tenures reporting to feel self-conscious. This suggests that establishing strong bonds and feeling comfortable in a new workplace setting can take time when working remotely.

Breaking Down Organisational Silos

Interestingly, remote work has appeared to have broken down the barriers of organisational silos. Employees now report to have interactions with individuals within their organisation whom they may never have spoken to in person before. The levelling of the playing field allows for more equitable connections across teams and departments.

Whilst this expansion of connections is positive, some of our qualitative date suggests that these interactions may not be as deep or meaningful as those that occurred in person.

Length of Service and Workplace Bonds

According to our research, the impact of remote work on workplace bonds varies depending on the length of service within an organisation. Employees with a shorter length of service may face more challenges in developing strong relationships due to the limited opportunities for organic, in-person interactions.

Conversely, those who have worked within an organisation for an extended period find it easier to maintain existing relationships remotely. Their established connections and shared history contribute to a greater sense of camaraderie, even in a virtual setting.

Generational and Organisational Differences

Our data found that workplace relationships post-Covid also exhibit generational and organisational differences in terms of communication preferences and frequency of non-work related conversations.

Younger generations, such as Millennials and Gen Z, tend to prefer face-to-face contact for building relationships. They value in-person interactions and may find it more challenging to establish meaningful connections solely through remote methods of communication. On the other hand, Gen X, which includes individuals born between the mid-1960s and early 1980s, tends to be more comfortable with remote communication and virtual collaboration.

Furthermore, the size of an organisation plays a role in the frequency of non-work related conversations among colleagues. In smaller organisations, employees generally have fewer opportunities for casual conversations. Whereas, in larger organisations with 1000 or more employees, daily discussions about personal topics with colleagues are more common. The larger pool of co-workers may provide a wider network for socialising and connecting on a personal level.

Shifting Towards Surface Level Workplace Relationships

One of the consequences of remote work is the emergence of more surface level workplace relationships. Whilst digital channels allow for frequent interactions, these interactions often lack the depth of face-to-face connections. Arguably, employees may have more connections within their organisation but may not form relationships as deep as they did before the pandemic.

The absence of physical proximity and informal office interactions, such as coffee breaks, has limited the opportunities for casual socialising and getting to know colleagues on a personal level. As a result, workplace relationships may become more transactional and task-oriented.

Read our full research findings for more interesting data about workplace relationship building post-Covid. You can find the research in the free resources section within the PeopleStreams hub.