A lack of connection at work has impact both for the organisation and the individual. Thom Dennis explores this and shares ways to improve
A paradox has emerged in today’s fast-paced, technology-driven work environment: increased connectivity often leads to a sense of disconnection. Social media was supposed to bring us closer together, but it seems we’ve never felt so alone. Collecting ‘friends’ and followers has become a ploy that keeps us engrossed in our technology, yet lost without genuine connection.
Loneliness impact
The impact of workplace loneliness is far-reaching, affecting both individuals and organisations. Lonely employees are typically less engaged and motivated, leading to decreased productivity and higher absenteeism. Chronic loneliness contributes to mental health problems such as anxiety and depression and employees who feel isolated are more likely to seek employment elsewhere, increasing turnover rates and recruitment costs.
Workplace loneliness can stem from various factors. Remote work, while offering unparalleled flexibility, reduces face-to-face interactions. This shift can lead to feelings of isolation and disconnection for some. High workloads and constant stress can cause employees to withdraw socially, focusing solely on tasks and deadlines. Additionally, a lack of inclusion can make employees feel alienated, particularly if they do not see themselves represented in the company culture. Inefficient communication channels can hinder relationship-building, leaving employees feeling disconnected from their teams.
Generational issues?
There is also a broader societal context that exacerbates feelings of loneliness and disconnection among young people in the workforce. Young people, particularly in the U.S. are financially worse off than previous generations, and are facing significant challenges such as student debt, unaffordable housing, and stagnant wages. This “great intergenerational theft,” as Scott Galloway terms it in his latest TED Talk, erodes their sense of security and connection, impacting their overall well-being and engagement in the workplace. When young employees are financially stressed, their ability to form and maintain workplace relationships diminishes, exacerbating feelings of isolation.
One in five employees experience loneliness at work, and there is a gender-specific nature to this issue. Men are disproportionately affected by problems such as homelessness, opioid addiction, and suicide. Societal factors, including the absence of strong social networks, the lack of male role models, the rise of single-parent households, and the overwhelming influence of technology, contribute to young men’s struggles with loneliness and disengagement. Remote work makes it harder while senior executives are experiencing isolation due to the pressures of their roles and the need to project strength and certainty.
The antidote to workplace loneliness lies in creating a culture of connection. This requires intentional effort from people professionals and leadership. Here are some key actions to foster that culture:
- Promote open communication: Regular check-ins, feedback sessions, and open-door policies ensure employees feel heard and valued. Scheduling weekly or bi-weekly team meetings to discuss progress, share updates, and address concerns can be beneficial. If you implement anonymous surveys or suggestion boxes to gather employee feedback, ensure you take action promptly.
- Organise team-building activities: These strengthen relationships and foster a sense of camaraderie. Social events, such as team lunches, happy hours, or virtual coffee breaks, promote informal interactions and encourage cross-departmental projects can also build relationships.
- Foster a culture of inclusion: While there may be a pushback against some DEI (diversity, equity and inclusion) initiatives, the positive power and influence on organisational cultures of inclusion is incontrovertible. Implement diversity and inclusion programmes to celebrate different cultures, backgrounds, and perspectives, and support the formation of employee resource groups (ERGs) where employees with shared interests or backgrounds can connect.
- Leverage technology: The advent of advanced Virtual Reality technology such as Apple Vision Pro may overcome the disadvantages of virtual events like webinars or team meetings, but so far there is nothing that replaces the effectiveness of gathering everyone in one physical space. The jury is still out on the long-term impact of Virtual Reality, but one thing is clear—we don’t yet fully understand the significance of physical contact and proximity, or the effects of their long-term absence.
- Provide mental health support: Offer Employee Assistance Programs (EAPs) that provide counselling and caring. Implementing wellness programmes that promote physical and mental well-being, such as yoga classes, mindfulness sessions, or fitness challenges, can also help.
- Recognise and reward employees: Recognition and appreciation significantly enhance feelings of connection and belonging, so acknowledging employees for their contributions, whether through formal awards or informal shout-outs, is crucial. Remember the power of a hand-written note.
- Create opportunities for social interaction: Organise on-site social events, lunches, and team-building activities that cater to diverse interests and schedules to ensure inclusivity. And remember that not everyone has the flexibility of coming or leaving early, and nor does everyone enjoy socialising at the bowling alley or the pub. Inclusion calls for empathy and consideration.
- Establish a peer support programme: Connect and help new employees integrate into the company culture. Mentoring and reverse mentoring can also facilitate knowledge sharing and relationship building. Some joined their organisation during the pandemic and had no induction into the company; this has left gaps both in knowledge and also connection.
- Maintain zero tolerance for toxicity: Ensure all employees feel respected and included. Vigilantly addressing negative behaviours such as bullying, harassment, or microaggressions is essential to prevent a toxic work environment in which individuals feel ostracised.
A better culture
By implementing these strategies, organisations can build a supportive and connected workplace where employees thrive. Investing in a culture of connection not only enhances individual well-being but also drives overall business success. By prioritising communication, inclusion, and mental health, companies can mitigate the impacts of loneliness and create an environment where every employee feels valued and engaged. Ultimately, a connected workforce is a resilient and productive one, equipped to navigate the challenges of a fast-paced, technology-driven world.
Thom Dennis is CEO of culture and leadership specialists Serenity in Leadership
