How to Create Connection and Belonging in the Virtual Workplace

In an age of hybrid and remote work, artificial intelligence tools, and ever-changing collaboration platforms, building real connections can feel like a moving target. But according to Kassy LaBorie, founder and principal consultant at Kassy LaBorie Consulting, the key to employee engagement isn’t another app or activity, it’s the intention behind them.

“The secret is you. The choices that you make, the way that you involve people, the way that you make it worthy of their engagement,” LaBorie said during a session at SHRM25 in San Diego.  

She encouraged HR professionals to create what she called “an irresistible invitation” — an experience people want to be part of — instead of default meeting formats.

Create Participation with Content

A common mistake in virtual presentations is thinking that engagement will happen simply because content is presented. LaBorie challenged that mindset: “What did I just say or do that I could have let you say or do?”

That question, which she called a guiding principle, reframes how facilitators design experiences. Rather than simply presenting a slide deck and asking for comments afterward, LaBorie recommended giving participants materials upfront and letting them lead the conversation.

“People don’t just show up and engage. You know this. It’s the case in person, too ... but online, I’m like, ‘This isn’t engaging,’ and so I’m going to log out,” she said.

For LaBorie, the solution is to design meetings where the “business is the activity.” That means embedding business objectives into interactive elements, not tacking them on afterward.

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Let the Tech Enhance the Human

Despite the abundance of tools, technology can still get in the way of connection, especially when it’s not used well. 

“If you don’t trust me, then you’re not going to engage. And if I don’t know how to do it, you don’t trust me,” LaBorie said.

Her advice? “Learn the tech. Use the heck out of the tech. And then get over the tech.” 

She encouraged people to master one platform or tech feature at a time, like the chat function or whiteboards, until it becomes second nature. Once you are fluent in the tech, your focus can return to what really matters: the experience.

“A lot of times, I think we get wrapped up in ‘How do I make the tech work?’ And ‘How do I make the space work?’ And ‘What’s all the content?’ And we forget that piece about the human — the human side of it and the connection,” she said.

Use Tools to Spur Insights, Not Just Activity 

LaBorie demonstrated tools such as Image Connect and Quote Connect, which use visuals or quotes to initiate deeper conversations.

Why visuals? “The Image Connect is more of a concurrent, collaborative moment all together at once,” she explained. “Even if you didn’t come off mute and talk about it ... people have told me they do feel seen, heard, or valued.” Quote Connect, on the other hand, gives participants more actual language to speak around. 

Each method has its benefits. Image Connect prompts self-reflection, while Quote Connect provides clarity and structure. 

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Design with Accessibility in Mind

True employee engagement means all participants feel included, and that means those who work remotely, as well. It starts with accessibility. 

“Make sure that you have handouts that have the alt text in there,” LaBorie said. 

She also recommended giving participants options, including avatars for camera-shy individuals, and activities that allow for both verbal and nonverbal participation, such as using the chat function.

“I want it to be as comfortable as possible for you,” she said. “I do not force people on camera. I try to encourage it in ways that will make it useful and fun for them.”

The Secret to Connection in the Workplace Starts with You

LaBorie emphasized that the key to meaningful engagement lies in self-awareness and intentional connection. She highlighted the importance of focusing on others’ perspectives and experiences rather than providing all the answers.

“It’s not about me telling you what the answers are,” she said. “It’s about me asking how you’re doing, what you think, and how you’re making sense of what we are going through.” 

HR leaders looking to spark connections in today’s hybrid world can start by asking that same question and then creating space for others to answer.