Effective communication, adaptive workspaces, and meaningful employee engagement are essential in today's ever-changing workplace culture. To explore these topics further, we interviewed Brett Hautop, the founder of Workshape, a consultancy firm that guides companies and teams to get the most out of getting together at work. Brett Hautop has over 18 years of expertise. He started his consultancy firm to change how people interact and collaborate in the workplace.
His journey began with observing shifting dynamics within teams and companies, which inspired him to learn more about workplace culture.
My goal is to help individuals and teams derive more value from the time they spend together, whether in physical or virtual spaces.
Our discussion focused on businesses' difficulties and possibilities for cultivating participation, implementing flexible work arrangements, and driving transformative change.
Before the pandemic, workplace culture was focused on maximizing time spent in the office, making relationships, and boosting social cohesion. However, the remote work revolution caused chaos in this paradigm. Suddenly, businesses were dealing with separated teams, transactional connections, and a lack of genuine involvement.
Before the pandemic, employee engagement primarily revolved around optimizing in-person interactions within the office environment,
he notes. However, with the shift to remote work, the challenge lies in maintaining meaningful connections in a digital-first world.
Brett states,
People have become accustomed to transactional interactions. They attend meetings to fulfill tasks, but the sense of camaraderie and shared purpose often gets lost in translation.
This disparity has consequences for social cohesion, productivity, and employee well-being. Brett underlines the necessity for firms to rethink employee engagement techniques that bridge the gap between real and virtual contacts.
Standard measures like surveys have limits when measuring connection and employee engagement. While some firms use pulse surveys, the problem is getting accurate results from survey fatigue. To correctly assess connectivity, Brett underlines the importance of using a more holistic approach, integrating survey data with observations and staff input. "While surveys provide insights, they don't capture the emotional nuances and relational dynamics at play," he explains. Instead, Brett suggests incorporating experiential initiatives that foster genuine connections among team members.
Activities like team-building exercises, shared meals, or social cohesion projects create opportunities for people to bond on a deeper level
he says. Organizations can better understand employee engagement levels within their teams by focusing not only on qualitative feedback but also by observing behavioral cues and having a deep understanding of how they derive value out of their time together.
Many businesses are adopting a mixed strategy due to conversations regarding remote vs. in-office labor. However, Brett cautions against the dangers of vague regulations and strict demands. He argues for open communication and adaptable tactics adapted to each team's specific needs to create actual involvement and productivity.
Hybrid work offers flexibility and autonomy, but it also requires a delicate balance between remote and in-person collaboration
he remarks.
Transitioning to a hybrid work model has its own set of difficulties. Companies must deal with space use, varying work cycles, and the risk of creating a contentious environment. Brett emphasizes the necessity of early planning, open communication, and policies in solving these issues successfully. "Clarity is crucial," Brett emphasizes.
Employees need to know when and why they're expected to be in the office, how to access resources remotely, and what tools are available to facilitate seamless collaboration.
Organizations can resolve potential issues and create a culture of inclusivity and belonging by promoting transparency and providing support.
Innovation plays a crucial role when it comes to increasing workplace culture. Brett pushes for a test-and-learn model in which organizations trial new ideas, collect feedback, and modify them depending on the findings (his firm operates an independent testing hub, Workshape Labs, where clients can experiment and learn in a sustainable and cost-effective manner).
Organizations that embrace a culture of experimentation may adjust their methods to their workforce's specific requirements and generate fundamental transformation. "Organizations need to be willing to try new approaches and learn from their experiences," he advises. By encouraging innovation and empowering employees to share their ideas, companies can more effectively adapt to changing circumstances and drive continuous improvement.
Communication is at the core of any successful firm. Brett highlights the need for clear, concise communication that appeals to employees at all firm levels. "Messages should be transparent, timely, and relevant," he says. "Leaders need to communicate not just the 'what' but also the 'why' behind their decisions." By fostering a culture of trust and transparency, organizations can build stronger connections with their employees and drive meaningful change.
As we look to the future of work, one thing is clear: the value of human connection and participation must be considered. Businesses may chart a road to a more social cohesion, productive, and joyful hybrid work environment by paying attention to the ideas given by workplace engagement expert Brett Hautop. Accepting flexibility, communication, and experimentation will be critical in establishing the future workplace culture. As Brett puts it,
"The key lies in understanding the human element of work and creating environments where people feel valued, supported, and empowered to succeed."
With these principles as guiding beacons, companies can chart a course toward a more collaborative, inclusive, and engaging future of hybrid work.
