Increasing Workplace Connection With ‘Emotional Proximity’

In virtual-first or hybrid environments, many leaders worry that workplace connection will be lost and organizational culture will decline. Employees seldom work together in person, engage in rituals, or bond over informal interactions. However, whether employees work in distributed or physical settings, the key driver of cultural connectedness is emotional proximity in the workplace.

Emotional proximity in the workplace refers to the sense of emotional closeness or connection employees feel with their coworkers.

Many people assume that close relationships are built through frequent interactions in daily life. This is physical proximity, which hinges on "being seen.” However, genuine workplace connection requires making people “feel seen.” A Gartner report, “Evolve Culture & Leadership for the Hybrid Workplace,” shows that emotional proximity increases employees’ connectedness to their workplace culture by 27%. It makes teams remain committed, engaged, and cohesive in the workplace. 

This blog discusses the need for emotional proximity in the workplace and how leaders can ensure their teams feel seen and deeply connected to the organization.

Why Emotional Proximity in the Workplace is Essential

In-person workspaces typically play a central role in building team cohesion and interpersonal relationships. They naturally foster emotional proximity. You share physical spaces, have impromptu chats, and check in with coworkers often. You can pick up on subtle cues about others' behaviors or moods; therefore, there is little room for assumptions or misinterpretations. 

By default, close relationships are built, psychological safety prevails, and learning happens seamlessly. 

However, in the current hybrid work environment, employees spend less time in the office and have fewer interactions with one another, making it more challenging to bond informally. There is a greater likelihood of distrust and misunderstandings. Without casual interactions and emotional support, employees feel isolated and disconnected. Collectively, these instances count towards lower employee engagement, satisfaction, emotional well-being, and workplace connection. 

Deepening emotional proximity in the workplace, and by extension, emotional engagement, is imperative, particularly in South Asian countries like India, which, according to Gallup's State of the Global Workplace: 2025 Report, has the lowest percentage of thriving employees (15%). More critically, nearly 39% and 29% of employees report experiencing sadness and loneliness every day, respectively.

How Can Leaders Foster Workplace Connection?

The concept of emotional proximity is based on the notion of feeling seen in the workplace. This sense of belonging and connection can be fostered regardless of whether workplaces are distributed or physical. However, more intentionality is warranted in hybrid environments.

The following are best practices to foster workplace connection in modern work environments:

1. Managers need to seize opportune moments to foster connection. These instances could encourage employees to share openly, foster camaraderie, and support one another during tough times. Some experiences create stronger connections when people share them face-to-face. Leaders should help teams identify which interactions they believe may be more meaningful in person. In practice, brainstorming sessions, celebrating team achievements, or resolving conflicts may be more effective when they happen face-to-face.

2. Managers need to translate connection and culture into specific moments in an employee’s journey. These may be moments that make them feel recognized, supported, or included. E.g., a thoughtful welcome on an employee's first day or offering flexibility during a personal emergency.

3. A key way people build connections is through shared interests or similar personal experiences that they may be facing outside of work. In this context, Employee Resource Groups (ERGs) can provide a valuable space for staff to engage more meaningfully with their coworkers.

4. Managers and leaders can foster a sense of belonging personally. Simple gestures can make a difference, such as inviting others to share their perspective (and following through on it), listening with full attention, or acknowledging someone for their hard work. However, many managers are not adequately prepared to manage teams remotely. Some slip into the practice of over-monitoring, which tends to be counterproductive. These factors lead to workplace distrust. Organizations need to mindfully train their leaders to demonstrate empathy, trust, and inclusive behavior in their interactions.

5. It’s not enough for employees to understand what the organization does; they should also feel connected to why it matters. Organizations need to ensure employees and managers care about the mission on a personal level. They should help them link their goals to the broader purpose.

Conclusion

Office spaces have historically played a central role in fostering team cohesion. It's where employees collaborate, build relationships, and learn from one another. Today, the challenge is figuring out how to preserve connection and organizational culture even as work environments become more hybrid. 

Fostering emotional proximity in the workplace can help organizations unlock a highly engaged workforce. It can help employees feel seen, supported, and deeply connected to the workplace. Leaders need to work intentionally to foster workplace connection in the modern work world.