Workplace Relationships: A Foundation for Collective Well-Being

Workplace relationships—defined as the connections employees build with one another, supported by shared values, norms, and practices—are a cornerstone of collaboration and trust.

Yet these relationships are increasingly fragile. In many organizations, employees report feeling less connected to their colleagues and more isolated in their daily work.

Against this backdrop, and given the risks of weakened social ties, companies have a critical role to play. Here’s why, and how to take action.

Why Strong Workplace Relationships Matter

The quality and diversity of relationships at work directly impact mental health and performance. Supportive relationships:

• Help reduce stress,
• Boost motivation,
• Encourage collaboration and innovation.

Research in positive psychology, such as the PERMA model (Positive Emotions, Engagement, Relationships, Meaning, Accomplishment), highlights the importance of relationships in individual well-being. When workplace bonds weaken, employees may lose energy, enthusiasm, and a sense of purpose—eroding both morale and performance.

The Changing Nature of Work: Hybrid, Remote, and Disconnected

Digitalization and the COVID-19 crisis have profoundly reshaped how work is organized. Remote and hybrid models have become standard in many organizations.

While these approaches bring undeniable benefits—greater flexibility, more autonomy, better work-life balance—they also carry a hidden cost.

• As more interactions take place through screens, employees have fewer opportunities for informal moments such as coffee breaks, hallway conversations, spontaneous lunches, or after-work gatherings.
• Without these organic touchpoints, it becomes harder to build trust, camaraderie, and lasting relationships.

Hybrid teams also face another paradox: to bring everyone together, almost every interaction must be scheduled as a meeting. As a result, conversations often lose the spontaneity and conviviality that make relationships thrive.

On top of that, several organizational and societal factors further erode workplace relationships:

• Siloed structures that limit collaboration,
• Overemphasis on quantitative targets at the expense of human connection,
• Lack of recognition and communication,
• High turnover and job insecurity,
• A broader rise in individualism across society.

All of these dynamics combine to make it harder for employees to feel connected—not only to their colleagues, but also to the organization as a whole.

Three Levels of Responsibility in Building Workplace Relationships

Within companies, social ties are shaped and reinforced at all levels: HR leadership, managers, and employees themselves.

1. HR Leadership: Create the Right Conditions

HR teams can strengthen workplace relationships by:

• Designing communal spaces that encourage informal interaction,
• Encouraging managers to establish team rituals that foster belonging,
• Partnering with coworking hubs or third spaces near employees’ homes to reduce isolation in remote settings,
• Allocating budget to collective activities outside work—from creative workshops to cultural outings—that bring employees together beyond professional tasks.

2. Managers: Lead with Listening and Care

Managers play a central role in building and maintaining relationships. They can:

• Organize informal gatherings with their teams,
• Foster open dialogue, recognition, and trust,
• Adopt a supportive leadership style grounded in listening, respect, and communication.

Managers also serve as early detectors of weakening relationships. Through daily interactions, they are well-placed to identify warning signs such as:

• Reduced participation in meetings,
• Social withdrawal of certain employees,
• Difficulties integrating newcomers.

By spotting these early, managers can act proactively—before bonds unravel.

3. Employees: Build Informal Solidarity

Employees themselves are also key players. Beyond attending company-organized events, they can take personal initiatives such as:

• Inviting new colleagues to lunch,
• Setting up informal communication channels,
• Organizing after-work or extra-professional activities.

These actions may seem small, but they are powerful ways to reinforce team cohesion.

5 Actions to Rebuild Workplace Relationships

Reinforcing workplace bonds doesn’t require complex innovation. In fact, returning to basics is often the most effective approach, provided initiatives are accessible to all and embraced by employees.

Examples include:

• Hybrid coffee breaks: in-person or virtual moments to connect beyond work topics,
• Collaborative workshops: group brainstorming, role plays, or creative activities,
• Social onboarding: integration paths that emphasize informal exchanges for newcomers,
• Internal third spaces: reconfigured office areas that encourage spontaneous conversations,
• Solidarity projects: collective initiatives with social or environmental impact that strengthen belonging and unite teams.

How Teale Supports Workplace Relationships

Teale’s workplace well-being platform helps companies act at multiple levels:

• Diagnostics and workplace climate surveys: providing HR with tangible data to identify priorities and guide action,
• Workshops and group coaching: fostering communication, collaboration, and soft skills while giving employees tools to strengthen relationships,
• Psychological resources: supporting employees who struggle with isolation and helping them rebuild meaningful connections.

Measuring and Sustaining Workplace Relationships

Workplace relationships may seem intangible, but they can be measured and managed through the right indicators:

• Participation rates in events and informal gatherings,
• Sense of belonging and employer brand perception (via dedicated surveys),
• Absenteeism and turnover rates (while multifactorial, they are often early warning signs),
• Anonymous feedback mechanisms, such as suggestion boxes or pulse surveys.

Conclusion: Make Relationships a Driver of Organizational Resilience

All initiatives to strengthen workplace relationships should be treated as a long-term investment. They build cohesion, improve mental health, increase productivity, and enhance retention.

By making workplace relationships a foundation of HR strategy, organizations foster a more human-centered culture—one that attracts talent and sustains engagement.