Fostering Informal Collaboration in a Structured Environment

Forget the conference room—it’s the corridor conversations that seal the deal. Those casual “by the way” chats after the meeting? They shape decisions more than the PowerPoint ever could. So, don’t rush to leave—stick around. The real influence happens when guards drop and job titles blur. Here’s why after-meeting chats matter:  • Build genuine connections ↳ Informal settings foster openness  • Gain valuable insights ↳ People share more candidly outside formal meetings  • Influence decisions subtly ↳ Ideas discussed casually can gain traction  • Expand your network ↳ Meet colleagues you might not interact with otherwise Action Items:  1. Stay a bit longer ↳ Don’t rush off after meetings  2. Engage in small talk ↳ Initiate conversations with colleagues  3. Be approachable ↳ Show genuine interest in others  4. Listen actively ↳ Pay attention to what’s being shared  5. Share your ideas ↳ Use the opportunity to express thoughts informally Let’s make the most of those corridor conversations. What’s your best “after-meeting” story? Share below. ♻️ Repost to help others harness informal networking. #CorporateCulture #Leadership #CareerGrowth

Last week I mentioned implementing programs like "Food for Thought" to encourage brainstorming and outside-the-box thinking, as it relates to creating a culture of communication and feedback. Before the pandemic, I used to bring in breakfast, lunch or an afternoon snack and call the meeting Food for Thought where I would get feedback from the team on what is going well and what are the opportunities for improvement. Here are some ideas to incorporate this in a #hybridworkforce: ✅ Virtual Coffee Chats: Schedule virtual coffee sessions where team members can gather online and have casual conversations. This informal setting encourages open discussions and allows for sharing ideas and feedback. ✅ Collaborative Document Sharing/ Online Idea Forums: Utilize collaborative document-sharing tools such as Google Docs or Microsoft Teams to encourage real-time collaboration. Team members can contribute their ideas, provide feedback, and collectively work on projects or problem-solving tasks. ✅ Virtual Brainstorming Sessions: Conduct virtual brainstorming sessions using video conferencing tools. Facilitate interactive discussions where team members can share their ideas and engage in creative problem-solving exercises. ✅ Surveys and Polls: Use online survey tools to gather feedback from team members on specific topics or projects. Surveys can be anonymous to ensure open and honest responses, and the results can be shared and discussed during team meetings. ✅ Virtual Team Building Activities: Organize virtual team-building activities that encourage collaboration, creativity, and problem-solving. These activities can include virtual escape rooms, online trivia games, or team challenges that promote communication and thinking outside the box. Remember, the key is to provide opportunities for active participation and engagement, regardless of the physical location of team members. By embracing technology and fostering a culture of open communication, you can create a collaborative environment conducive to generating new ideas and seeking feedback. Which idea do you like the most? #hybridsales #communication #culture #hybridwork

🚩 Remote/Hybrid work gave employees flexibility, but for many, 𝗶𝘁 𝗮𝗹𝘀𝗼 𝗰𝗿𝗲𝗮𝘁𝗲𝗱 𝗶𝘀𝗼𝗹𝗮𝘁𝗶𝗼𝗻. Leaders often assume that if people are getting their work done, they’re doing fine. But here’s the reality: 🔹 𝗠𝗼𝗿𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗿𝗲 𝗳𝗲𝗲𝗹𝗶𝗻𝗴 𝗱𝗶𝘀𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗲𝗱 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲𝗶𝗿 𝘁𝗲𝗮𝗺𝘀. Fewer organic conversations are happening, leading to lower engagement and less innovation. And the biggest risk? High-performing people are quietly checking out because they don’t feel like they belong. 🔺 Loneliness at work isn’t just a personal issue, 𝗶𝘁’𝘀 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲. And it’s one that, if ignored, will cost companies their best talent. 𝗛𝗲𝗿𝗲'𝘀 𝗵𝗼𝘄 𝘆𝗼𝘂 𝗰𝗮𝗻 𝘁𝗿𝘆 𝘁𝗼 𝗳𝗶𝘅 𝗶𝘁: ➙ If you want your team to be engaged, connected, and stay, you have to be intentional about fostering real connection in a hybrid structure. Here’s where to start: ✅ 𝗠𝗮𝗸𝗲 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹, 𝗻𝗼𝘁 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝘃𝗲. A public Slack shoutout is nice, but it doesn’t replace real, thoughtful appreciation. Check in directly with employees. Notice their efforts. Let them know their work matters. ✅ 𝗥𝗲𝗰𝗿𝗲𝗮𝘁𝗲 𝗶𝗻𝗳𝗼𝗿𝗺𝗮𝗹 𝘀𝗽𝗮𝗰𝗲𝘀 𝗳𝗼𝗿 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻. One-on-ones and team meetings aren’t enough. People need spaces to casually interact, just like they would in an office. Whether it’s virtual co-working, small group meetups, or voice notes instead of emails, make room for organic conversations. ✅ 𝗖𝗵𝗲𝗰𝗸 𝗶𝗻 𝗯𝗲𝘆𝗼𝗻𝗱 𝘄𝗼𝗿𝗸. When’s the last time you asked someone how they’re really doing? Not just about the project they’re working on, but them. People don’t just want a leader, they want a human they can trust. ✅ 𝗗𝗼𝗻’𝘁 𝗳𝗼𝗿𝗰𝗲 𝗶𝘁, 𝗯𝘂𝘁 𝗱𝗼𝗻’𝘁 𝗶𝗴𝗻𝗼𝗿𝗲 𝗶𝘁. Not everyone wants constant social interaction, and that’s okay. But if someone is consistently disengaged, don’t assume it’s fine, ask. A simple, “How are you feeling about being remote/hybrid? Is there anything that would help you feel more connected?” opens the door. 🔸 If leaders don’t actively create connection, they won’t just lose employees, they’ll also lose engagement, trust, and the sense of belonging that keeps people invested. 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗹𝗲𝗮𝗱𝗶𝗻𝗴 𝗶𝗻 𝗮 𝘄𝗮𝘆 𝘁𝗵𝗮𝘁 𝗺𝗮𝗸𝗲𝘀 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗲𝗲𝗹 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗲𝗱? Or are you unknowingly creating a culture where people feel invisible?