The pandemic changed how work happens, and the alterations continue apace. “Five years in, the challenges haven’t stopped, they’ve just changed,” said Joe Reimer, VP of HR for F5 Networks. Hybrid work has become a norm, but it requires fresh thinking to maintain connection across locations and workstyles.

In today’s evolving workplace, connection is more vital than ever, but it’s also harder to maintain. Work and workforce have both changed, agreed Jennifer Olivas, HR director at Airgas. “That shift requires new strategies to stay connected,” she said during an executive panel discussion at From Day One’s Seattle conference. 

Reimer, Olivas, and three other executive panelists had a distinct definition of connection. They mentioned relationships, meaningful experiences in community, communication, building empathy, and integrating physical, emotional and social well-being.

One shift has been the emphasis on mental health and well-being. “Stigma is still a barrier,” said Nicole Wolf, VP of B2B partnerships at Rula. “Especially in small companies, where it can feel more personal.” Leadership must model openness and ensure mental health resources are visible and accessible, she says. 

“Normalize small interventions,” said Tristan Orford, VP of total rewards at Sentinel One. Regularly reminding employees about existing resources can help prevent bigger issues from developing, he says. 

Mental health isn’t some silo to be treated as unique, says Jennifer Jones, a dietitian and director, clinical solutions architect for Noom. “It impacts everything, from stress to healing to weight loss.” At Noom, they’ve woven mental health support into all their wellness programs, says Jones. 

Olivas noted that Airgas trained its HR team in mental health first aid. “It helps managers recognize red flags and respond effectively,” she said. “That builds credibility.”

Companies can foster good mental health by providing support to employees during “moments that matter,” said Reimer. Whether those are positive personal events or crises. “That’s when benefits feel meaningful.”

Orford noted that many solutions don’t require new investment. “Often, the answer is already in the system. We just need to communicate it better,” he said.

Wolf agreed, noting that their women’s ERG helped promote a postpartum mental health benefit. “A member connected with a therapist who spoke her language and understood her experience,” she said. “That created a real impact.” Still, she cautioned that ERGs need structure. 

Building Connection From the Top Down

Connection doesn’t happen by accident. Leaders must be intentional. “Share stories, not advice,” said Orford. He said that when leaders speak honestly about what’s worked for them, it makes resources feel more relatable.

Olivas emphasized regular, structured check-ins. “Intentional, uninterrupted one-on-ones build trust,” she said. “Some of our leaders even set goals around having them consistently.”

Reimer said one simple question can open the door to deeper connection: “How are you doing?” He said good leadership today means seeing employees as whole people, not just roles.

 F5 operates with a hybrid model: 60% of the workforce has in-office requirements, and 40% are fully remote. Two years ago, they asked employees who live within 30 miles of an office to come in 30 days per quarter on their own schedule. “There was resistance at first,” he said. “But people adapted.”

They strive to make office time worthwhile, emphasizing collaborations and building relationships, but Reimer also says that they work to ensure virtual connection also happens with those who are not in office. “We’re still learning how to run inclusive meetings and foster that shorthand communication online.”

Online connection has value, too, says Jones. Noom offers anonymous online “circles” around topics like weight loss or chronic conditions. “They’re not tied to work or home life,” she said. “But they give people a safe space to share and support each other.”

You May Already Have What You Need

Companies often overlook the tools they already have. “Take stock,” said Wolf. “What’s in your benefits plan? Who on staff could volunteer? What support are you already paying for but not using?”

Orford says his team found new value by combing through contracts. “When we switched 401(k) vendors, we found benefits we weren’t using that were free,” he said. They were marketed and employees are using them. 

Technology can also support well-being and connection. “AI can offload mundane tasks and improve efficiency,” said Jones. She described how Noom uses AI for food logging and body scanning, and how vendors can help employees understand health risks. “When used responsibly, this tech can be incredibly impactful,” she added.

Connection isn’t just a perk. It’s essential to engagement, innovation, and retention. “People are craving connection in new ways,” said Wolf. That shift opens new doors for benefits design and employee engagement. In a world where work is increasingly fragmented, the companies that thrive will be those that treat connection not as an afterthought, but as a foundation.

Lisa Jaffe is a freelance writer who lives in Seattle with her son and a very needy rescue dog named Ellie Bee. She enjoys reading, long walks on the beach, and trying to get better at ceramics.

(Photos by Josh Larson for From Day One)