By George Waggott, founder and Roberto Fonseca Velazquez, law student,
George Waggott Law
A recent article published by the Harvard Business Review reviews the fundamental social dynamics underlying interpersonal connections in the workplace. Many modern workplaces are experiencing fractured relationships between employees and their work, co-workers, leaders, and employers. Trends like quiet quitting and the Great Resignation highlight this disconnect. In response, many leaders are mandating a return to the office, believing that physical presence fosters connection, collaboration, and innovation. However, forced returns often backfire, reducing productivity and alienating many employees.
To address these challenges, the Neuro Leadership Institute (NLI) and Akamai have identified four key workplace connections—Colleague, Leader, Employer, and Role (CLEAR)—that influence employee engagement, motivation, and performance. Understanding and strengthening these connections can help businesses create a more supportive work environment. These CLEAR connections are reviewed below.
Four Key Workplace Connections: CLEAR
Colleague Connection
Employees thrive when they trust and collaborate with co-workers. Strong social support improves teamwork and job satisfaction. However, this connection is only one aspect of workplace relationships.
Leader Connection
A good leader provides the employees under their charge with autonomy, opportunities, and clear communication. Research shows that about 70% of team engagement depends on managers. Employees who connect well with their leaders receive valuable feedback and career development support.
Employer Connection
Employees who align with their organization’s values and mission feel a strong employer connection. When this connection is weak, work can feel transactional, leading to disengagement and reduced loyalty.
Role Connection
Employees who find their work meaningful and engaging develop a strong role connection. They understand their job expectations, see opportunities for growth, and feel motivated. Without this connection, work can feel monotonous and unfulfilling.
The Nature of CLEAR Connections
Each employee values workplace connections differently. Some prioritize leader relationships, while others seek collaboration with peers. Preferences also shift based on life circumstances, emphasizing the need for flexible, individualized approaches to employee engagement.
CLEAR Connections and Return-to-Office Policies
Mandating office returns may strengthen colleague connections by increasing face-to-face interactions. However, this can also weaken each of leader connection (if employees feel disregarded), employer connection (if they perceive a lack of trust), and role connection (if attendance is prioritized over performance).
Rather than enforcing rigid return-to-office rules, leaders should adopt the patchwork principle—creating varied policies that address all four CLEAR pillars. A balanced approach will enhance workplace connections, fostering engagement, trust, and productivity.
Conclusion
In a time of declining employee engagement and rapid workplace changes, understanding workplace connections is essential. Leaders must move beyond a one-size-fits-all approach and recognize the diverse ways employees connect with their work environment.
Strengthening all four CLEAR connections—colleague, leader, employer, and role—can lead to a more motivated, engaged, and high-performing workforce.
For more information about George Waggott Law, please see: www.georgewaggott.com, or contact: george@georgewaggott.com
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