The 3 C’s of Building a Rewarding Workplace

In all human activities, motivation is the driving force behind good performance. And motivation is nourished by care, belonging, collaboration between teams, and the connection between them. Employees who feel included and appreciated are likelier to stay motivated and perform at their best.

How a culture of care, connection, and collaboration rewards employees at no cost?

There is a wealth of data on this beneficial relationship. One: research by the American Psychological Association indicates that 93% of employees who feel valued by their employers say they are motivated to excel in their roles, while only 20% consider leaving their organisation. Another fact: a Marketplace study also reveals that loneliness - the isolation of employees who do not have the right connections and do not feel welcomed or valued - costs employers approximately 154 billion dollars a year, contributing substantially to employees leaving their jobs and negatively affecting their performance.

And one more: workers who have labor resources such as social companionship, a good work-life balance, and effective communication are 53% less likely to experience loneliness.

Creating a culture of inclusion and support in the workplace to achieve staff commitment and encourage employees to give their best is a smart investment of time and resources. That much is known. What is not so well known is that values such as connection, collaboration, and care are also considered part of the rewards a company can give and that employees value these three factors when accepting or staying in a workplace.

Collaboration: Encouraging teamwork and innovation

Collaboration is essential for effective teamwork, along with clear communication and well-defined rules. It encourages the exchange of ideas, drives ambitious projects, and helps teams achieve their goals more efficiently. A truly collaborative team achieves more than its individual members working separately, creating an environment in which innovation and problem-solving thrive.

For team leaders, collaboration allows for the efficient allocation of tasks while empowering team members to develop their skills, excel in their roles, and advance their careers. Individual contributors also benefit, as collaboration improves communication and streamlines the completion of key initiatives. In addition, collaboration ensures smooth workflows and prevents teams from becoming isolated, which ultimately increases overall productivity and organisational success.

Companies that prioritise collaboration implement open communication channels, cross-functional teamwork, and knowledge-sharing initiatives. These strategies not only promote a sense of belonging but also encourage employees to contribute to collective goals, overcoming divisive labels and fostering unity.

Investing in technologies that enable collaboration—such as virtual workspaces and project management tools—ensures that remote and hybrid teams remain connected and engaged. Strong teamwork generates agility, adaptability, and a shared sense of success, reinforcing employees' commitment to the organisation.

In short: solid collaborative practices in teams benefit both the company and individual employees. A company that guarantees candidates or employees a collaborative environment provides a firm foundation for each individual to give their best, enhance their talent, and have a clearer path for professional growth. In addition, such a collaborative environment is also synonymous with a positive workspace, with less stress and greater well-being.

Care: Prioritise employee well-being and recognition

A workplace that cares about looking after its employees in every respect fosters greater levels of commitment and dedication. When people feel seen heard and cared for, they are less likely to isolate themselves and more likely to engage meaningfully with others.

But,  what key aspects does caring for a work team involve? Here are some clues:

• The well-being of employees includes their physical, mental, and emotional health, affecting their performance and communication within the organisation.
• Signs of malaise can be visible, such as demotivation and absenteeism, or subtle, such as lack of communication and avoidance of meetings.
• Impact of stress and burnout: Studies show that stress and unhealthy habits reduce productivity and job satisfaction.
• Consequences of not addressing well-being: It can lead to high turnover, low morale, conflicts, decreased productivity and increased costs.
• Role of the team leader: Implementing well-being programs helps improve employee health and productivity, benefiting the organisation.

The World Health Organisation's research paper “Tertiary Prevention of Work-Related Stress” addresses various aspects of caring for work teams and the relationship between work and well-being.

The research highlights the importance of supervision that is adequate, considerate, and supportive, as well as good relationships with colleagues to foster a culture of care.

The study also emphasises the importance of caring for workers with problems in a personalised way. This involves identifying employees who are experiencing difficulties and addressing their problems promptly.

Acting on a worker with problems includes studying, defining, and agreeing on the problem and its solution with the worker him or herself, as well as planning, implementing, and evaluating possible individual and institutional interventions. The need to direct employees to receive professional help when they appear to be experiencing serious difficulties is pointed out.

Looking after a team also means recognising their achievements and showing appreciation. Personalised recognition - such as messages of thanks, milestone celebrations, or tailored incentives - significantly boosts morale. Companies that adopt flexible working arrangements, employee assistance programs, and mentoring opportunities demonstrate their commitment to employee well-being.

All this permanent and personalised care and appreciation for individuals and work teams is a guarantee for employees who choose to work or stay with a company.

Connection: Strengthening relationships and belonging in the workplace

With the increase in remote working and digital transformation, creating connections in the workplace has become more difficult. Studies show that 65% of employees feel less connected to their colleagues than in previous years. This disconnection can affect job satisfaction, engagement, and retention.

A Gallup report highlights that supportive teams experience 10% to 20% higher productivity, while research from the Sustainable Growth Consultancy shows that happy employees can boost productivity by 88% and improve engagement and retention by up to 41%. When employees feel supported by peers and leaders, they are more motivated to contribute, fostering creativity, innovation, and overall workplace success.

Mentoring programs, team-building activities, and social engagement initiatives, both in-person and virtual, help foster connection in work groups. But beyond specific activities, the role of the leader is crucial in creating a culture of connection, ensuring that employees feel heard, valued, and supported. Leaders are responsible for creating connections in their work teams and generating - if it doesn't exist - that “chemistry” that facilitates relationships and enhances creativity.

The metaverse offers previously unimaginable opportunities for connection. The creation of immersive and engaging work environments is one of them. These environments can reduce monotony and enhance creativity, enabling teams to connect more deeply and work together more effectively. By moving beyond traditional physical environments and offering dynamic and immersive spaces, organisations can foster new forms of collaboration.

Many companies are already experimenting with metaverse platforms to hold meetings, exchange ideas and organise corporate events. According to a PwC report, virtual reality and augmented reality could contribute up to $1.79 trillion to the global economy by 2030, much of which will come from improved collaboration and work-related activities.

Key steps to creating a rewarding work environment

A teamwork-oriented culture leads to greater innovation, efficiency, and job satisfaction, even in a polarised workplace.

Personalised recognition and wellness initiatives foster a positive work environment and boost motivation, helping to overcome divisions within teams.

Employees with strong workplace relationships are more likely to remain engaged and loyal to their organisation, fostering a more stable and collaborative environment.

Virtual tools and metaverse platforms offer new ways to maintain collaboration and connection in remote and hybrid environments, ensuring that employees feel more connected despite physical or ideological distance.

Inclusive, trust-based workplaces are 1.7 times more likely to be innovation leaders, and their employees are more likely to engage with and support each other across differences.