How to Foster Trust, Accountability, and Connection in a Disengaged Workforce

As a growing number of companies transition from remote work to requiring employees to spend more days in the office, leaders have an opportunity to strengthen team connections and rebuild a sense of community. While working from home offers flexibility, it can also lead to feelings of isolation and reduced engagement, both between employees and their managers, and among colleagues. Over time, this can affect a team’s collaboration, trust, and overall morale.

How can leaders be intentional about fostering meaningful employee connections to ensure that teams feel united, motivated, and invested in the company’s success? Here are some strategies that SHAMBAUGH Leadership recommends:

Recognize Signs of Disengagement

Leaders should familiarize themselves with what a disengaged workforce look like, and understand how to recognize signs of behavior that can impact productivity and morale, weaken collaboration, increase burnout, and decrease employee loyalty.

Stay alert for these key red flags of disengaged employees:

• Low participation in team or company activities
• Increased absenteeism/unplanned absences
• High turnover/low retention
• Decreased innovation/problem-solving
• Lowered productivity (missed deadlines, poor work quality)
• Ignoring company policies and testing limits around office requirements

Rebuild Trust

Recognizing disengagement is just the first step – leaders must actively rebuild trust by fostering psychological safety, where employees feel valued and heard. Identifying the root causes of disengagement doesn’t require sophisticated studies or software; it starts with leaders genuinely listening and engaging in meaningful conversations. A culture of transparency and two-way communication helps surface issues and strengthen employee connection.

• Cultivate a culture of listening. Use active listening techniques and follow through on employee feedback. Personal pulse checks, such as one-on-one conversations, demonstrate that employees’ concerns matter and help strengthen their connection to the organization.
• Foster transparent, two-way feedback. Encourage open dialogue where employees feel safe sharing ideas and concerns. When feedback flows in both directions – leaders providing clarity and employees contributing insights – engagement and morale naturally improve.

Encourage Mentorship, Networking, and Informal Interactions

Now we get down to brass tacks: leadership can take a strong role in fostering connection and engagement, both in-office and virtually, by leveraging tactics like these:

• Encourage simple social interactions. Rebuilding connection doesn’t require elaborate events—sometimes, the smallest moments make the biggest impact. A virtual coffee chat, a casual team lunch, or a spontaneous conversation in the office can go a long way in strengthening relationships. The key is consistency. When leaders create space for these moments—without overcomplicating them—teams feel more connected, engaged, and supported over time.

• Build a culture of recognition. Feeling valued is a powerful motivator, and recognition shouldn’t be left to chance. While formal rewards like performance bonuses or professional development opportunities reinforce company values, peer-to-peer appreciation can be just as impactful. Encouraging employees to celebrate each other’s contributions—whether through a structured recognition program or simple gestures like a public shout-out or thank-you note—creates a culture where people feel seen, valued, and motivated to stay engaged.

• Prioritize clear and focused communication. Employees stay engaged when they understand the bigger picture and their role in it. Leaders should provide regular updates on goals and progress, ensuring transparency without overwhelming teams with unnecessary details. With so many competing priorities, be intentional in what matters most with concrete expectations. Additionally, when leaders minimize external noise, teams can focus on what matters.

• Create opportunities for cross-functional collaboration. Giving employees options to connect across the organization can help increase accountability and trust while breaking down silos and a heads-down mentality. Encourage team members to spend a day shadowing a peer in another department whose job they depend on. Knowing more about the wider organization firsthand can increase feelings of connectedness to colleagues and the company.

GET IN TOUCH WITH US

“Leadership Strategies for an Evolving Workplace” is SHAMBAUGH’s leadership playbook for navigating culture, communications and connections during this time of change. Inquire today by e-mailing info@shambaughleadership.com with the subject “Leadership Strategies for an Evolving Workplace”. You can also learn more here: Leadership Strategies in an Evolving Workplace.

See more of our coaching and leadership offerings: SHAMBAUGH Leadership Services

Rebecca Shambaugh is President of SHAMBAUGH Leadership, Founder of Women in Leadership and Learning, and author of the best-selling books It’s Not a Glass Ceiling, It’s a Sticky Floor and Make Room for Her: Why Companies Need an Integrated Leadership Model to Achieve Extraordinary Results.

Find out more about us at: http://www.shambaughleadership.com/