Employees vastly prefer fully-remote work cultures to being in office. Remote jobs get
It's the benefit of true camaraderie, which comes from spending time with people in person. There's no adequate replacement for it. But there is a way to introduce in-person socialization into remote work environments. And that's by hosting offsites, maybe once or twice a year.
There's just something about face-to-face interaction that is inimitable. And people miss it. Not enough to warrant going into the office full time, but certainly enough to stir a quiet nostalgia for genuine work friendships. Fortunately, offsites give employees the best of both worlds. Hosting offsites once or twice annually gives people the opportunity to forge authentic relationships with colleagues, even if they're at home the other 90% of the year. While many companies host strategy-focused offsites, where employees are expected to get collaborative work done, I'm in favor of the kind of offsites that can more aptly be called retreats.
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These offsites are chiefly centered on hanging out. They're not about aligning on goals so much as getting to know each other. Ultimately,
Offsites vs. in-office socialization
Holding offsites is clearly better than not having them at all if you're a remote company. But I'd argue they also drive higher-quality, more meaningful social interactions than any employee can get in the office.
Socializing in the office is diluted, constant, and unintentional. Everyone at the office must contend with an atmosphere of stifling professionalism, conflicting priorities and the doldrum of being at work. People will engage in some small talk in the morning and maybe take lunch together, but they're mostly focused on doing work. Everyone is reluctant to interrupt others while they're getting things done, and most conversations are brief, surface-level interactions.
Offsites feel a lot different.
No one feels pressure to get work done, so there are a lot more opportunities to dive into conversations with coworkers. They often take place in scenic vacation destinations, so everyone is in a light, relaxed mood. And the entire company is together, in the same place, day-in and day-out, for several days. They eat breakfast, lunch, and dinner together. There's space and time to develop relationships on a deeper level.
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But that time is limited, and therefore imbued with meaning and gravity. People feel compelled to make the most of it. This is concentrated, limited, intentional socialization. And it yields genuine bonds. These bonds make collaboration more engaging. They make giving and receiving feedback easier. And they make work more enjoyable.
How to host an offsite
It's possible to organize offsites DIY if your company is still quite small.
But at a certain size, it makes sense to either hire a seasoned events manager, or make offsite planning a defined function of your Head of People, Head of Talent, or HR person's job description.
Designate one person to scout hotels, organize team-building events, scope out restaurants and venues, negotiate with vendors and schedule activities. The work of scouting hotels, identifying the best spots to eat and scheduling activities needs to happen months in advance.
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Then, there's the challenge of ensuring everyone behaves appropriately. While offsites have a more relaxed feel than office-based socialization, they're still company-sponsored events. Communicating the expectations for behavior in advance of each offsite is key to avoiding any issues on the trip. That way, there's no mystery or misunderstandings surrounding what's appropriate and what's not. People have a basic set of rules to keep in mind throughout the trip.
Offsites can be expensive, and they do take a fair amount of time to plan. But they pay dividends in employee retention. They foster true community, and as social animals, we crave authentic connections. Providing a venue for these connections to blossom goes a long way toward building the kind of culture that attracts and retains top talent.
