In a professional world where the frenetic pace, tight deadlines and multiple responsibilities dominate daily life, social interactions can sometimes seem incidental, even negligible. Yet they play a fundamental role in team cohesion, productivity and, above all, employee well-being. Whether in a face-to-face, telecommuting or hybrid environment, maintaining social ties at work is a key factor in avoiding isolation, reinforcing mutual trust and cultivating an environment where everyone feels listened to, valued and connected.

How can we create and maintain these essential links, even when everyday constraints seem to relegate them to the background? Here are some practical tips, accessible to all, for transforming the workplace into a space forexchange, collaboration and collective fulfillment.

In a professional world often punctuated by productivity imperatives and tight deadlines, social ties at work can sometimes seem incidental. Yet it lies at the heart of team cohesion, employee well-being and even a company’s overall performance. Interactions between colleagues are not limited to purely professional exchanges: they shape an inclusive corporate culture, stimulate creativity and strengthen everyone’scommitment. After the lessons learned from the pandemic, where isolation highlighted the fragility of these bonds, it is more essential than ever to cultivate authentic human relationships in the workplace. This article explores practical tips for preserving and strengthening social ties at work, whether in face-to-face, telecommuting or hybrid environments.

Why are social ties at work essential?

Work is more than just an economic activity. According to sociologist Serge Paugam, it represents one of the four pillars of the social bond, alongside filiation, elective participation (friends, associations) and citizenship. As a bond of organic participation, work offers much more than a salary: it structures our identity, enables us to feel useful and promotes our integration into society. A study conducted by Wojo in 2019 revealed that 42% of employees consider the office to be a social space above all else, well ahead of a simple place of productivity.

Beyond its economic role, work is a vector of social recognition. When it’s a source of fulfillment, it boosts our self-esteem and our sense of belonging. Conversely, the absence or deterioration of work (short-time working, telecommuting) can lead to a sense of disaffiliation, as the health crisis has shown. Post-confinement studies have shown that 74% of working people feel that intensive telecommuting isolates them, while 72% realize how precious daily interactions in the office are (source: Oodoxa, 2020).

Finally, social ties at work are a performance driver. A close-knit team, where members trust each other and communicate openly, is more resilient, innovative and productive. Conversely, an environment where interactions are limited or conflictual can generate stress, absenteeism and even high turnover. Cultivating these bonds is therefore not a luxury, but a strategic necessity for companies wishing to attract and retain talent.

Creating an open and inclusive work environment

The first step in maintaining social ties is to create an inclusive corporate culture, where every employee feels listened to, respected and free to express themselves. A benevolent work climate encourages spontaneous exchanges and reduces hierarchical barriers. To achieve this, managers have a key role to play: they must set an example by adopting an empathetic posture and valuing everyone’s contributions, large and small.

In concrete terms, this means taking simple but effective action:

• Encourage feedback: Organize regular exchange sessions where employees can share their ideas, difficulties or suggestions without fear of judgment.
• Recognize efforts: A sincere thank you, a mention in a meeting or a formal recognition system (such as internal “kudos”) can reinforce the feeling of being seen and appreciated.
• Combating unconscious bias: Train teams in diversity and inclusion to avoid involuntary exclusion and foster a sense ofbelonging.

Workspaces also play a major role. Companies that opt for flexible offices or collaborative spaces like those offered by Hiptown will often find that interactions improve. These environments, designed to encourage informal meetings, break down silos and stimulate collective creativity.

Organize activities to strengthen team cohesion

Team-building activities are a powerful tool for forging links outside the strictly professional sphere. They enable colleagues to discover each other from a different angle, develop mutual trust and work together more effectively on a day-to-day basis. These activities can take a variety of forms, depending on the company’s preferences and culture:

Friendly outings and events

An afternoon treasure hunt in town, a cooking workshop, a bowling evening or even an outdoor picnic: these informal moments create shared memories and strengthen team spirit. The important thing is to choose activities that are accessible to all, with no pressure to perform, so that everyone can take part in complete peace of mind.

Collaborative workshops

Creative workshops (painting, theatrical improvisation, etc.) or collaborative challenges (escape games, hackathons) are excellent ice-breakers and stimulatecollective intelligence. They often reveal unsuspected talents, and allow you to see your colleagues in a new light.

Cross-functional projects

Involving employees from different departments in a common project (organizing an internal event, creating a newsletter, etc.) encourages inter-departmental exchanges. These initiatives break down routines and encourage a more global vision of the company.

For telecommuting teams, solutions also exist: online quizzes, virtual cafés or even remote coworking sessions where everyone works by videoconference, as in a shared office. The aim remains the same: to recreate links, even at a distance.

Encouraging informal exchanges on a daily basis

The most meaningful interactions don’t always take place in formal meetings. Informal exchanges – a chat over the coffee machine, a word exchanged in the corridor – are just as important for forging bonds. Yet, with the rise of telecommuting and sometimes impersonal open spaces, these moments can become increasingly rare.

There are several ways to encourage them:

• Dedicated spaces: Create relaxation areas (sofas, ping-pong tables, terraces) where employees can meet for informal discussions. Spaces like those offered by Hiptown are designed to encourage these convivial moments.
• Establish rituals: A weekly “morning coffee”, a shared lunch once a month or a snack break on Friday afternoons can become regular fixtures.
• Limit silos: Avoid physical or organizational barriers that isolate teams. For example, mix departments in open spaces or organize job rotation.

When telecommuting, these spontaneous exchanges are harder to recreate, but not impossible. Tools such as informal discussion channels (Slack, Teams) dedicated to areas of interest (sports, travel, cooking) or virtual rooms that are always open for chatting can help. The important thing is to normalize these moments: a manager who starts a meeting with a few minutes of free discussion sets the tone.

Valuing recognition and mentoring

Recognition is a pillar of social cohesion. When employees feel seen and appreciated for their work, their commitment and motivation increase tenfold. Yet, according to the QVT 2023 barometer, nearly one employee in three feels that he or she is not sufficiently recognized. To remedy this, several complementary approaches can be implemented:

Formal recognition programs

Setting up a system of rewards (bonuses, bonuses, special mentions) or positive feedback (honor rolls, public thanks) helps celebrate successes, whether individual or collective. These initiatives must be transparent and fair to avoid frustration.

Peer recognition

Encouraging colleagues to congratulate each other – via internal platforms or simply at meetings – strengthens solidarity and mutual support. Tools like “Kudos” on Slack or physical thank-you walls in offices can facilitate this practice.

Mentoring and coaching

Mentoring programs enable more experienced employees to share their knowledge with juniors, creating intergenerational links and promoting the transmission of knowledge. This can take the form of formal pairings or informal coaching sessions. These exchanges build trust and offer invaluable support, especially during periods of change or integration.

Finally, it’s crucial to personalize these initiatives. Some employees will appreciate public congratulations, while others will prefer a private word or a symbolic gesture. The key is to show that every contribution counts.

Adapting practices in times of telework or crisis

Periods of intensive teleworking or crisis (such as a pandemic) put a strain on social ties. Yet it is precisely at such times that maintaining social ties becomes crucial to avoidisolation and disengagement. Here’s how to adapt your practices:

Maintain regular contact

When telecommuting, managers need to multiply their points of contact: short, frequent meetings, individual messages to check in, or even “pointless” calls to chat informally. The aim is to recreate a virtual presence that compensates for physical absence.

Using collaborative tools in a humane way

Platforms like Zoom or Teams don’t just have to be used for formal meetings. Organizing virtual aperitifs, online games or remote coworking sessions (where everyone works by video, as in a shared office) can help recreate a collective atmosphere. Some coworking spaces, like those analyzed in this article on flex office, even offer hybrid solutions for nomadic teams.

Be alert to signs of fragility

In times of crisis, some employees may suffer from loneliness or stress. Managers need to be trained to spot the signs (disengagement, late deliverables, gloomy tone) and act accordingly: offer support, refer to HR resources or simply listen. A study byInkidata for Wojo (2019) pointed out that 37% of French people consider friendly relations with colleagues to be the main factor in fulfillment at work – a figure that takes on its full meaning in difficult times.

Encouraging colleagues to help each other

Creating informal support groups, where employees can share their challenges and solutions, strengthens collective resilience. For example, a Slack channel dedicated to telecommuting self-help, where everyone can ask questions or share tips, can make all the difference.

Finally, transparent communication is essential. In times of uncertainty, rumors and anxiety thrive. Keeping teams informed of decisions, developments and prospects helps maintain a climate of trust.

The role of workspaces in maintaining social ties

The physical (or virtual) environment in which we work has a major impact on the quality of social interaction. Companies have every interest in rethinking their spaces to make them welcoming, stimulating and conducive to exchange.

Offices as living spaces

Modern open spaces don’t have to be just rows of workstations. Incorporating relaxation zones (armchairs, reading corners), collaboration areas (brainstorming rooms with whiteboards) or even green spaces (plants, terraces) encourages employees to meet and exchange ideas. Studies show that offices designed to encourage spontaneous interaction see a significant increase in employee satisfaction.

Flex office and shared spaces

The flex office, where employees don’t have a dedicated workstation but choose their space according to their needs, can seem impersonal. Yet, when well designed, it encourages meetings between colleagues who would not otherwise cross paths. As this analysis of the flex office explains, these dynamic environments break habits and stimulate exchanges. To get the most out of them, it’s crucial to support teams in this transition and ensure that everyone finds their place.

Coworking spaces and the community

For companies adopting telecommuting or hybrid models, coworking spaces offer an ideal solution. These places, like those developed by players such as Wojo or Hiptown, are designed to recreate a collective atmosphere while offering flexibility and comfort. They enable nomadic employees to reconnect socially, take part in community events and benefit from a stimulating working environment. As this article on the future of real estate points out, these spaces play a key role in the creation of community, essential for well-being in the workplace.

Technology at the service of social cohesion

Even in the face-to-face environment, technology can enhance interaction. Tools such as collaborative boards (Miro, Trello), recognition platforms (Bonusly) or internal social networks (Yammer) facilitate exchanges and collaboration.Artificial intelligence, as explored in this reflection on data and AI, can also help identify team-building needs and propose tailor-made solutions.

Ultimately, the workspace, whether physical or virtual, must be conceived as an ecosystem where every detail counts to foster human connections. Whether through the layout of the premises, the choice of tools or the organization of group time, every element contributes to making the workplace a place offulfillment and social bonding.

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Maintaining social ties at work: FAQ and practical tips

Why are social ties so important in the workplace?

Social ties at work are a pillar of employee well-being and team cohesion. According to sociologist Serge Paugam, it meets a vital need for recognition, essential forpsychological balance andprofessional identity. An IFOP study (2019) reveals that 42% of employees come to the office first and foremost for the social life with their colleagues, proving that interactions often go beyond the simple professional dimension. Without these links, the risk ofisolation, demotivation and even burn-out increases.

What are the 4 types of social ties and their impact on business?

Serge Paugam distinguishes four spheres, two of which are directly related to work:

• Organic bond of participation: relationships linked toprofessional activity (colleagues, hierarchy). It ensures material independence and social recognition.
• Elective participation: choosing to get involved in collective activities (clubs, company events). It fosterspersonal fulfillment and a sense of belonging.
• Bonds of filiation (family) and citizenship (society): although less direct, they influence employees’ emotional stability, and therefore their performance.

In business, strengthening the first two is key to compensating for any imbalances in other areas.

How do you create strong bonds in a face-to-face team?

To cultivate a friendly working environment, here are some concrete actions:

• Informal spaces: create breakout areas or relaxation corners to encourage spontaneous exchanges.
• Team-building: organize collaborative workshops, outings or team games to break the ice.
• Social events: picnics, after-work get-togethers or sports activities build trust and solidarity.
• Recognition culture: set up congratulatory rituals (e.g. weekly “spotlight”) to recognize contributions.
• Interdepartmental projects: encourage cross-functional collaboration to expand internal networks.

The aim is to move from a colleague-based approach to a community-based dynamic.

What are the risks of teleworking for social cohesion?

100% teleworking can erode relationships if poorly managed. Studies (Odoboxa, 2020) show that :

• 74% of employees feel that teleworking is isolating.
• 72% realize the importance of daily face-to-face interaction.
• Digital-only exchanges limit non-verbal communication (93% of communication, according to Mehrabian), which is essential for trust.

Solutions:

• Limit teleworking to 2-3 days/week.
• Use coworking spaces to recreate physical links.
• Organize informal videoconferences (e.g. “virtual café”).

How do you maintain social ties during periods of confinement or short-time working?

These periods weaken social reference points. To avoid disassociation:

• Proactive communication: managers need to check in regularly, even if it’s not about business.
• Virtual rituals: quizzes, challenges or sharing of personal experiences (e.g. “My best containment recipe”).
• Collective watch: form “support pairs” so that everyone has a point of contact.
• Valorization: highlight individual skills and their usefulness to the team.
• HR alerts: raise awareness of signs of distress (disengagement, delayed response).

The challenge is to recreate meaning despite the physical distance.

Which team-building activities are best for strengthening cohesion?

Choose activities that combine collaboration, creativity and relaxation:

• Collaborative workshops: escape games, hackathons or solidarity projects (e.g. collective fresco).
• Cultural/sports outings: museum visits, orienteering, or inter-team tournaments.
• Culinary activities: cooking workshops or themed lunches (e.g. “world tour of dishes”).
• Role-playing: simulations to improve communication or conflict resolution.
• Sharing sessions: everyone presents a hidden talent or passion.

Tip: alternate structured activities (with objectives) and free activities (to leave room for improvisation).

How to involve introverts in social interactions?

Introverts can feel excluded from group dynamics. To include them :

• Small groups: prefer duos or trios to large gatherings.
• Written channels: use internal forums or anonymous surveys to gather their ideas.
• Quiet activities: writing workshops, strategic board games or meditation sessions.
• Rewarding roles: give them assignments in which they excel (e.g. document proofreading, logistical organization).
• Respecting limits: avoid putting them on the front stage without preparation.

The aim is to create a safe environment where everyone can contribute in their own way.

What digital tools can you use to promote remote exchanges?

To compensate for the absence of face-to-face sessions, combine :

• Instant messaging (Slack, Teams): create themed channels (e.g. #bonnes-adresses, #hobbies).
• Interactive video (Zoom, Whereby): activate chat rooms for informal exchanges.
• Collaborative platforms (Miro, Trello): work in real time on joint projects.
• Internal social networks (Yammer): share photos, anecdotes or challenges.
• Bonusly tools: send public thank-yous or virtual badges.

Best practices:

• Avoid meetings that are too long: opt for short, dynamic formats.
• Encourage the use of video to humanize exchanges.
• Organize “mail-free hours” to encourage spontaneous discussions.

How can we measure the impact of our social bonding initiatives?

Regularly evaluate their effectiveness with :

• Satisfaction surveys: questions on a sense of belonging, the quality of relationships orpersonal fulfillment.
• HR indicators:
  • Turnover rate (a strong social bond reduces it).
  • Absenteeism (isolation increases it).
  • Participation in events (sign of commitment).
• Turnover rate (a strong social bond reduces it).
• Absenteeism (isolation increases it).
• Participation in events (sign of commitment).
• 360° feedback: analyze feedback on collaboration and trust between colleagues.
• Field observation: note the frequency of spontaneous interactions or the diversity of groups formed.

Adjustment: if an indicator drops (e.g. team-building participation), identify the obstacles (schedules, lack of variety…) and adapt your strategy.

What role do managers play in maintaining social ties?

Managers are key levers for :

• Model behaviors: set an example by listening, caring and being grateful.
• Facilitate connections: introduce newcomers, create mentorships or sponsorships.
• De-escalate conflicts: intervene quickly when tensions arise to restore trust.
• Communicate cross-functionally: share team successes and challenges.
• Adapting to personalities: recognizing that some people need more structure, others more freedom.

Pitfall to avoid: neglecting weak signals (an employee who isolates himself, tense exchanges) under the pretext of operational pressure.

How do you integrate new employees into the existing team?

Successful integration requires :

• Mentoring: pair up the newcomer with a mentor colleague for the first few months.
• Onboarding social:
  • Team presentation with an icebreaker (e.g. “Two truths and a lie”).
  • Visit informal areas (kitchen, break room).
  • Participation in a simple project to create interaction.
• Team presentation with an icebreaker (e.g. “Two truths and a lie”).
• Visit informal areas (kitchen, break room).
• Participation in a simple project to create interaction.
• Welcome rituals: team breakfast, symbolic gift (e.g. mug in corporate colors).
• Early feedback: ask for feedback after 1 week, 1 month.
• Inclusion in networks: add them to discussion groups and encourage exchanges.

Avoid leaving them to fend for themselves, or overwhelming them with information without time to adapt.

What are the signs of a failing social bond in a team?

Watch out for these alerts:

• Communication:
  • Minimal or formal exchanges.
  • Excessive use of e-mails rather than discussions.
• Minimal or formal exchanges.
• Excessive use of e-mails rather than discussions.
• Behaviors:
  • Repeated absenteeism or lateness.
  • Disengagement (lack of initiative, late completion of tasks).
  • Latent conflicts or systematic criticism.
• Repeated absenteeism or lateness.
• Disengagement (lack of initiative, late completion of tasks).
• Latent conflicts or systematic criticism.
• Atmosphere:
  • Silence in common areas.
  • High turnover or transfer requests.
  • Lack of celebration of successes.
• Silence in common areas.
• High turnover or transfer requests.
• Lack of celebration of successes.

Corrective actions:

• Organize a diagnosis (anonymous survey).
• Offer targeted cohesion workshops.
• Involve the team in the search for solutions.

How can you promote a balance between work and social life in your company?

To prevent work from encroaching on other social ties (family, friends):

• Flexible working hours: allows employees to manage their personal constraints.
• Right to disconnect: ban emails/sms outside working hours.
• Family events: invite friends and family to open houses or company parties.
• Caregiver support: facilities for those caring for children or parents.
• Wellness activities: yoga, sophrology or stress management workshops.

Benefits: better reconciliation reduces stress and boosts productivity (+21% according to a Gallup study).

What mistakes should be avoided when managing social ties in the workplace?

Avoid these common pitfalls:

• Imposing activities: forcing participation can have the opposite effect(rejection).
• Neglecting feedback: not listening to employee feedback on initiatives.
• Focusing on work: forgetting that informal exchanges are just as important.
• Forget remote workers: exclude them from team dynamics.
• Underestimating small gestures: a simple “thank you” or smile counts as much as big events.
• Ignoring cultural differences: certain practices may not go down well with people of different origins.

The golden rule: authenticity takes precedence over quantity. Better a few well-targeted actions than a multitude of superficial initiatives.