We spend over a billion hours in the workplace each week, making up a significant proportion of our lives.1 Yet, more than 1 in 10 workers often or always experience loneliness at work. While nearly half of workers feel lonely sometimes.2
It's important to recognise loneliness to support employees' social wellbeing. Loneliness in the workplace is not just about being physically alone. You may think the issue is around loneliness and home workers, rather than onsite workers. But it's about feeling disconnected and isolated, even when surrounded by colleagues. Despite being surrounded by people and technology, some still feel disconnected.
We explore the factors contributing to workplace loneliness. Additionally, we discuss some practical ways to combat it.
Understanding loneliness in the workplace
Understanding loneliness in the workplace involves recognising its potential negative impact on employees. It also affects the overall work environment.
In recent years, the effects of workplace loneliness have become a topic of interest. This is due to its significant impact on aspects like mental health, productivity, and job satisfaction.3 It’s crucial for employers to acknowledge and address loneliness by:
- fostering a supportive and inclusive work culture;
- promoting social connections among employees;
- and providing resources for mental health and wellbeing.
By understanding and addressing loneliness, employers can create a more positive work environment. This in turn, leads to a more fulfilling experience for their employees.
Contributing factors
Several factors contribute to loneliness in the workplace.
The rise of remote work and flexible schedules reduces face-to-face interaction among colleagues. This can lead to social isolation. While technology allows for virtual communication, it cannot replace the social bonds formed through in-person interactions. These personal connections are vital for building strong relationships.
Additionally, high workloads and time pressures can leave employees feeling overwhelmed. As a result they may be unable to prioritise social connections. Furthermore, hierarchical structures and competitive environments may inhibit genuine interpersonal relationships. This can foster a sense of isolation among employees.
Loneliness at individual and organisational levels
Loneliness poses significant challenges to our wellbeing and ability to thrive. Whether experienced individually or within organisations As social creatures, our need for meaningful connections is rooted in our evolutionary past. These connections provide:
- emotional support;
- a sense of belonging;
- intellectual stimulation;
- and motivation for personal and collective growth.
When deprived of such connections, individuals may experience isolation, sadness, and decreased self-worth. While organisations may suffer from decreased engagement, productivity, and a negative culture.3 Addressing loneliness requires prioritising meaningful connections and fostering a sense of belonging. It also involves promoting open communication and collaboration. These efforts are essential for creating a supportive and fulfilling social environment.
Tackling loneliness: strategies and solutions
To address loneliness in the workplace, a multifaceted approach is needed. This approach should involve both organisational strategies and individual interventions.
1. Fostering a culture of inclusion
First, it is crucial to foster a culture of inclusion and belonging. Organisations can achieve this by promoting open communication and encouraging team-building activities. They should also celebrate diversity. Leaders must prioritise building authentic relationships with their team members. Additionally, they should create opportunities for social interaction.
2. Supporting employee wellbeing
Furthermore, organisations can put in place policies and practices to support employees' wellbeing. These measures should also promote work-life balance. For example, offering flexible work arrangements and providing access to mental health resources. Additionally, organisations should promote health work-life integration. Organisations can create environments where employees feel valued, supported, and connected. This can be achieved by prioritising employee wellness.
3. Individual actions
On an individual level, employees can take steps to combat loneliness. This may involve reaching out to colleagues for social interactions and participating in team activities. Employees can also seek support from mentors or employee resource groups. Practising self-care and prioritising relationships outside of work are key. These actions can help reduce feelings of isolation.
Guidance for employers
The Loneliness Employers Leadership Group, established by the Department for Business Energy and Industrial Strategy (BEIS) and the Campaign to End Loneliness, recently published guidance for employers. This guidance aims to help tackle loneliness in the workplace:2
1. Culture and infrastructure
- Embed connectedness into corporate values.
- Identify what matters to employees.
- Combine with wellbeing and mental health training.
- Identify a “champion”.
2. Senior leader involvement
- Make loneliness a part of managers’ responsibilities.
- Provide support for handling emotional and difficult conversations.
- Be clear about boundaries and signpost to sources of support.
3. Work and workplace
- Create space, time, and opportunities for connection.
- Recognise remote working.
4. Tackling loneliness network
- Create staff network groups as a way for employees to come together.
- Encourage remote workers to join professional networks to stay connected with their peers.
Addressing loneliness
Loneliness in the workplace is a complex issue. It has far-reaching implications for both employees and organisations. By understanding the factors contributing to loneliness, workplaces can foster environments that recognise this issue. Addressing loneliness requires a collective effort from organisations and individuals. Together, they can create workplaces where everyone feels valued, supported, and connected.
Is your employees’ mental health on your mind? You may be interested to learn more about our mental health training services.* Find full details here.
If you have any questions, please contact Lorna Feeney Mental Health & Wellbeing Practice Leader, Marsh Advisory UK.
*These services are not regulated by the Financial Conduct Authority.
Sources
1. statista.com/overall-weekly-hours-of-work-uk
2. redcross.org.uk/loneliness-at-work
3. thepsychpractice.com/understandingworkplaceloneliness
