Mission-driven organizations revolve around human relationships, no matter how digital the world becomes. Each relationship is a vital piece in your organization’s machine, including between staff, candidates, stakeholders, and the community you serve. If even one of these groups loses trust or emotional investment in your mission, it all can crumble. Mission-minded organizations cannot afford to settle for surface-level communication. Intentionality, clarity, and some small changes can go a long way to foster real belonging, even from a distance.
Remote and hybrid work are here to stay, but that doesn’t mean isolation is too. Here’s what you need to know to build real connections within the digital world.
1. Tools are just tools.
Zoom, Slack, email, and social media cannot form relationships. People form them. Integrating valuable tools can absolutely bridge communication gaps and increase efficiency. However efficient they may be, your actions determine if online tools support connection or erode it. Connection happens when messages are received in a way that feels clear, personal, and meaningful. Yes, even online teams can have a thriving culture. Make communication consistent, warm, and clear.
2. Proximity isn’t the same as presence.
Being online all day, people often feel disconnected, unseen, or undervalued. High-performing remote or hybrid teams cultivate personal connection on purpose, knowing it’ll cultivate a positive work environment, high retention, and motivation. Build in space for real check-ins, frequent feedback, and celebrating shared wins—not just tasks.
3. Leaders set the standard for connection.
However unfamiliar it may be, leadership roles need to be the experts in online communication. People look up to find the team’s tone. Leaders who show their humanity, make themselves approachable, and respond quickly build trust across screens. Initiate a strong presence that invites others in, being visible, vulnerable, and consistent, whether that’s in all-team calls or 1:1s. Let that warmth overflow into interactions with your community, letting people see the heart of the organization through you.
4. Integrate rituals that bring people “together.”
Rhythms build identity and community, especially digitally. When you add structure that brings your team together, it disrupts the self-paced, isolated perspective of working alone. Start simple with celebrating weekly wins, praying on calls, sharing motivations, or hosting virtual team lunches.
5. Margins make connections.
Real connection often happens in unplanned moments. Does your team leave enough space for these moments? It might seem counterintuitive to disrupt productivity, but a work environment without margin leads to burnout. Normalize “hallway” conversations—just virtually. Catch up at the beginning or end of meetings, send messages without tasks attached, and ask about life outside of work. These seemingly insignificant interactions are some of the most effective ways your staff gets connected.
6. Your hiring process sets the tone.
First impressions of your culture are now usually digital, whether your team works remotely or not. Candidates form opinions from your emails, interviews, and onboarding experience. Treat every touchpoint like an opportunity to reflect your culture and values. The candidates who resonate with your values will be the ones who stay. Be warm, responsive, and mission-forward.
The applications for each of these insights can extend to inform all connections for your organization, not just staff. A mindset devoted to connection will hold your organization together. Connection comes down to sustaining mission impact, which can be done from anywhere. As long as the mission remains central, your team will be united, even when far apart.
