If you could enhance team connection in a virtual world, what could that do for engagement, idea generation, results and retention?  Getting the tech right is really important, but it’s actually the human side of the set up that makes the biggest difference to connection and culture.

Taking a break from regular responsibilities, such as work, hobbies, associations, school and the like, is a good way to re-energize and relax. So, what happens when it’s not easy or possible to take that break and enjoy a much-deserved holiday? 

Back in 2013, we developed a model to help explain what engagement looks like and, in particular, how it differs from the likes of employee satisfaction. We call it the Effort-Enjoyment Model of Engagement.

Organisational culture is deeply embedded in how people behave. It’s seen in the way people interact with one another. It’s a set of shared norms for how the group operates. Culture is created and seen in the office.

The pace of change and the topic of organisational speed has been at the forefront of many business discussions, particularly as it pertains to transitioning to new operating models in response to the global pandemic.

How have audience expectations changed following the surge in virtual learning? Building audience expectations in the lead up to a virtual event can determine whether or not that event is ultimately deemed successful or mediocre. 

Are you still using the first 5 minutes of every virtual meeting getting technology set up correctly? “Lisa, Can you hear me? Can you see my screen?” Or perhaps it’s the most common phrase from 2020: “You’re on mute!” 

Many businesses have realised that remote work is a viable option for their teams, and they are now focusing on employee engagement, as well as finding new meaning in work. Those who embrace the changes coming their way will be the ones to lead the new world of work. (Free e-book at the end of this article.)