Workplace Retreats Done Well (It's Not About More Work!)

When I hear the term "retreat" outside of work, I imagine running away from something confrontational or difficult and admitting defeat. In a work context, retreats are often seen as a long day of work, just at a different location. However, neither of these views accurately represent a work retreat done well. Retreats have significant value—not as a way to run away or add more tasks to the to-do list, but as a gathering designed to offer a break from the daily grind of work. Retreats should aim to build and strengthen individuals and teams, empowering them to continue being positive contributors to the organization.

Why?

Some may argue that time spent on a retreat is not “real work” and is a loss of productive time, but without this investment, organizations risk employee burnout, leading to decreased productivity and turnover. Here are a few positive outcomes from hosting a department retreat:

1. Employee Recognition: Retreats provide a tangible way for employees to see that the organization cares about them and is invested in their success. When people feel valued, they are more likely to share that care with others and in their work.
   

2. Building Positive Relationships: Time spent together outside of work helps build relationships. When we better know the people we work with, we become more empathetic towards them. Empathic communication is a core component of high-functioning teams.

3. Fostering Wellbeing and Creativity: It is easy to become isolated in individual work, losing sight of the people around us and their work. Time away together reminds us that we matter to each other and that we are a team. Spending time away helps employees return invigorated and with a fresh perspective. Creativity thrives through positive wellbeing.

How?

The style of your retreat will vary based on your group: the number of individuals, the type of work they perform, and their specific needs. The retreat must be meaningful to the participants and should be tailored accordingly. While there will not be a one-size-fits-all approach, here are some points to consider in your upcoming retreat planning:

1. Develop a Theme: Align everything to a central theme. Seek input from the group and consult with a professional development facilitator. People want to be part of special events, so ask them what they want. A consultant brings a level of expertise, and can provide a fresh perspective, understanding the group's strengths and opportunities, and help design a successful retreat.

2. Plan for Learning: Include two key areas of learning: self-reflection and opportunities for growth, and skills or knowledge that deepen their connection to the organization.

3. Assign Leadership Roles: Empower different members of the group to take on leadership roles in planning aspects of the retreat. This shows trust and brings diversity to the event. Responsibilities might include selecting food and beverages, facilitating icebreakers, leading activities, or choosing and setting up the location.

4. Choose a Special Location: Select a location that feels removed from the daily grind. Avoid staying you the traditional office space or nearby. Being away encourages everyone to stay together and keeps work at a distance.

5. Provide Food and Beverages: "Good food warms the heart and feeds the soul." — A.D. Posey.  With this in mind, I like to offer a variety, including healthy choices, a mix of dark and milk chocolate, and some savory snacks. To help limit expenses, I ask everyone to bring their beverage(s) of choice.

6. Incorporate Fun Activities: Plan activities that connect to the theme and are accessible to everyone. Consider incorporating an icebreaker to connect with people on a more personal level, and create a keepsake for participants to take home as a reminder of the special time spent together.

I hope this has inspired you to plan a future office retreat! Do not underestimate how much one day away can give back to each individual and the organization as a whole. Take care of yourself and those around you. It is a big responsibility as a leader, but it is worth it.

I'm happy you trusted me to seek guidance for navigating your complex HR situations with care. Get in touch, Dear Hillary, is your opportunity to connect directly and share any workplace situation where you need guidance. I’m here offer thoughtful advice on how to respond with care and compassion.