People build connections by doing things together. Employees that are engaged are excited, enthusiastic, and involved in the success and direction of the company. 

The hybrid work norms depend on new models of engagement. For example, investing in faster internet, unrestricted video conferencing, larger high-resolution monitors, better headsets, higher quality cameras and tools such as Microsoft Teams, Slack, Google Chat, Zoom etc.

Consider how to connect with the newest employees in your organisation to make them feel part of the culture and the team.

Start with the cultural conversation.

• Tell them what collaboration means and create opportunities for new hires to share and discuss work with longer-term employees. 
• Assign each new hire a mentor and make mentoring part of that person's job.
• Encourage teams to come into the office on the same days.
• Help new hires understand where they fit into the organisation.
• Be honest about the tradeoffs of in-office and remote work.

Collaborative cultures succeed when each employee has some opportunity to do what they do best and work with other teams toward common goals.

Over the last 18 months, many employees dealt with the added challenges of schooling and childcare. Friction may exist among co-workers on issues. Therefore employees need encouragement to find common ground and connect with work friends.

• The customer is the best reason for collaboration. Working together cross-functionally can provide the opportunity to solve a problem for a particular customer.
• Invite employees to join in solving a problem they didn't cause. Completing tasks together encourages collaboration.

In the collaborative culture, the purpose of conducting meetings is for open and honest dialogue.

Every person in the organisation will impact cultural collaboration as they commit to listening and actively considering all points of view.