Loneliness at Work: Navigating the Silent Struggle

In the bustling corridors and open-plan offices of today’s workplaces, a silent struggle often goes unnoticed—a struggle that transcends the surface interactions and day-to-day tasks. Loneliness, an often underestimated challenge, has silently woven its threads into the fabric of modern work environments, affecting employees’ well-being, employee engagement levels and, consequently, the very essence of organisational vitality.

In a world that thrives on connectivity and constant communication, the irony of workplace loneliness is striking. As employees exchange emails, attend meetings and engage in virtual collaborations, a sense of isolation can paradoxically take root. This isolation can stem from a variety of sources, from inadequately-planned remote working arrangements and increased reliance on digital communication to a lack of meaningful interactions and a diminishing sense of belonging or purpose.

In preparation for World Mental Health Day, our experts at People Insight have explored the impact of loneliness at work, why it’s important and what support looks like for different groups.

Why Do People Experience Loneliness at Work? (8 Top Causes)

For this article, People Insight spoke to Liana Persico about her research into loneliness at work, and what the findings mean for organisations. According to Liana:

“For the final part of my MSc in Organisational Psychiatry and Psychology at King’s College London, I explored how employee feelings of workplace isolation and workplace loneliness are affected by two factors; supportive workplace behaviours (like a colleague offering help to someone who is falling behind on a task) and task interdependence (the extent to which employees work together).

In the study, we surveyed employees from a number of organisations, both office-based and remote workers, to ask whether they felt isolated from their colleagues (colleague isolation), isolated from their organisation (company isolation), and whether they felt lonely at work.

Surprisingly, our study found that ‘task interdependence’ – in other words, working closely with colleagues – didn’t have much impact on the relationships between workplace isolation, loneliness and wellbeing. Simply being around colleagues won’t reduce feelings of isolation. Instead, supportive or meaningful interactions between colleagues are needed.”

Based on Liana’s research, as well as our own experience, we have deduced the following reasons are the leading causes of loneliness at work:

1. Shift Towards Remote Work: The rise of remote work, especially in recent times, has brought flexibility and convenience, but it has also severed the traditional social fabric of the workplace. Physical separation from colleagues and a lack of face-to-face interactions can leave remote workers feeling disconnected and isolated.
2. Digital Communication Overload: While digital tools have made communication easier, an overreliance on emails, instant messaging, and virtual meetings can create a sense of detachment. Misinterpretation of messages and the absence of non-verbal cues can lead to a superficial connection, leaving individuals longing for meaningful human interaction.
3. Lack of Meaningful Connections: In a fast-paced work environment, superficial interactions can dominate, leaving little room for deeper connections. Employees may find it challenging to establish genuine relationships, leading to feelings of isolation even amidst a crowd.
4. Cultural and Generational Dynamics: Diverse workforces with varying cultural backgrounds and generational perspectives can sometimes lead to miscommunication and a sense of exclusion. Differences in communication styles and values can contribute to a feeling of not truly fitting in.
5. Workplace Hierarchy and Pressures: Hierarchies and power dynamics within organisations can create a sense of isolation, especially if employees perceive a lack of approachability among their superiors. High-pressure environments can exacerbate this, as employees may feel reluctant to admit vulnerability.
6. Lack of Work-Life Balance: Excessive workloads and long hours can leave individuals with little time for social activities outside of work. This imbalance can lead to a sense of disconnect from personal relationships, exacerbating feelings of loneliness.
7. Organisational Changes and Restructuring: Frequent organisational changes, such as restructuring or downsizing, can disrupt established relationships and erode a sense of stability. The resulting uncertainty can contribute to feelings of isolation and unease.
8. Lack of Meaningful Purpose: Employees who struggle to find meaning and purpose in their work may feel disconnected from their role and the larger mission of the organisation. This lack of alignment can lead to a sense of isolation.

Why Should We Be Concerned About Loneliness at Work?

More than half of UK adults have experienced loneliness at work in the last 12 months. Due to the rising cost of living many people are also scaling back on socialising, leading to concerns about a loneliness epidemic in 2023 – but should businesses really be taking charge in this area?

Modern businesses have a lot on their proverbial plates already. You want to cater to employee morale, but you have a bottom line to look after. You need to keep your eye on the prize and keep the machine going. So why should you care about loneliness at work? How does addressing this issue work in your favour?

Isolation in the workplace can have far-reaching implications:

1. Employee Well-being and Mental Health: Loneliness can be a silent assailant on employee well-being, affecting mental and emotional health. We spend around half our waking hours at work, and as such, the quality of this time greatly influences our overall happiness. Feelings of isolation can lead to stress, anxiety, and even depression, which not only diminish personal well-being but also impact work performance – in fact, 68% of employees who have felt lonely say it increases levels of stress at work. Long-term loneliness can lead to mental health conditions including anxiety and depression. We should care about this on a human level. But we should also acknowledge that anxiety and depression can spiral out of control, requiring time away from work. It’s best to step in and offer help and support when we can, early on.
2. Productivity and Engagement: An isolated employee is often a disengaged employee. The sense of detachment that accompanies loneliness can erode motivation and enthusiasm for work tasks. This can result in reduced productivity, decreased attention to detail, and a general lack of commitment to the organisation’s goals. 
3. Collaboration and Innovation: Effective collaboration and innovation thrive in an environment of open communication and shared ideas. Loneliness can act as a barrier, inhibiting the free flow of thoughts and hindering meaningful interactions. When employees feel disconnected, the exchange of insights and the generation of creative solutions become stifled.
   
4. Organisational Culture and Turnover: Loneliness can corrode the fabric of a positive organisational culture. A workplace where employees feel isolated can develop a toxic atmosphere, characterised by a lack of camaraderie and mutual support. Such an environment can contribute to higher turnover rates as employees seek workplaces where they feel valued and included.
5. Bottom Line Impact: Beyond the human aspect, loneliness at work can have financial implications. High turnover rates result in increased recruitment and training costs. Additionally, a disengaged and unproductive workforce can directly affect a company’s bottom line, hindering growth and profitability. Statistics show that loneliness at work costs UK employers an estimated £2.5 billion a year due to staff turnover, reduced productivity and poor health – so if you’re concerned about your bottom line, this area is certainly one worth your attention.

What Can Managers Do To Prevent Loneliness at Work?

For managers and leaders interested in improving employee wellbeing and employee engagement, tackling workplace loneliness should be high on the list for 2023. Yet only 8% of employees feel comfortable talking to their manager about loneliness and hybrid working makes it harder to spot the signs.

Liana’s research above shows that simply bringing colleagues together in person or encouraging more collaborative work isn’t enough to combat loneliness at work.

To truly overcome loneliness, colleagues must build meaningful friendships and support one another. While managers cannot force friendships, they can create space and opportunities so team members can have these meaningful interactions. For example by:

• Checking in often with team members to ask how they feel and give them the space to share. If you work remotely, encourage colleagues to switch their cameras on for your conversations so you can get a sense of how they are doing.
• Creating opportunities for your team, and other colleagues, to reconnect and socialise. For remote teams, this might see the return of virtual quizzes or pub nights. While for hybrid teams, you could alternate between virtual and in-person social events. With the cost-of-living crisis meaning people are going out less, these social events are vital.
• Asking employees for honest feedback via confidential pulse surveys. You might choose to measure employee wellbeing or remote working specifically or gather wider feedback about what it’s like to work at your organisation.
• If available, encourage employees to use Employee Assistance Programmes (EAP) to access help and support for loneliness.
• Assessing whether your policies or ways of working could be preventing meaningful connections. For example, a closed-plan office layout may be physically dividing teams, flexible working hours may mean team members are rarely online together, or a competitive culture may encourage mistrust between colleagues rather than a healthy rivalry.
• Organising team-building activities so colleagues have a chance to form bonds and get to know one another better.

Find more ideas for effective wellbeing initiatives for remote workers. 

New Research Shows Younger Workers are Twice as Likely To Feel Lonely at Work

Although loneliness at work can affect all employees, research has identified that certain groups are most at risk. A study by Mental Health UK and YouGov discovered that employees aged 18-24 are twice as likely to feel lonely at work than others.

When asked about the factors influencing feelings of loneliness, younger workers felt strongly about the impact of a ‘lack of contact time with [their] immediate team or manager’ or the ‘lack of a physical space to work from/meet colleagues’.

With three-quarters of employers now offering hybrid working, there’s a real risk that younger generations will continue to feel disconnected and unhappy unless changes are made. As well as changes to how we work, the rising cost of living has led many young people to dramatically reduce socialising. While a necessary change, it is likely to lead to further feelings of isolation for this group, meaning that meaningful interactions between colleagues will become even more vital.

Yet despite loneliness being prevalent in this group, 69% of 18-24-year-olds group feel uncomfortable speaking up about it. Supporting younger employees comes down to managers building strong employer-employee relationships and encouraging meaningful connections between colleagues.

How Can Managers Reduce Loneliness at Work for Younger Employees?

• Check in regularly with team members but consider how you communicate. 72% of Generation Z would prefer a phone call to an instant message.
• Employee onboarding is a chance to introduce new starters to their peers. Consider a ‘buddy’ system for new joiners from this group, as well as creating an onboarding process that encourages employees to get to know their new colleagues.
• Feeling lonely at work may be down to younger employees not feeling they can be their true selves (at People Insight, this is a key measure in any Diversity & Inclusion survey). As well as impacting how comfortable they feel, this might be holding people back from forming meaningful connections.
• Make time at the start of calls to ask about peoples’ weekends or discuss interests outside work.
• Review hybrid work policies to ensure colleagues (especially younger ones) are getting enough in-person contact. Use our hybrid working survey questions to involve colleagues in the process.
• Create networks for younger team members to connect with one another via virtual groups/channels and in-person socials.

Support Loneliness at Work as Part of Your Employee Wellbeing Programme

While the ideas above can help to tackle loneliness at work, it’s important to look at loneliness as part of wider employee wellbeing activities.

Use these resources to help support employee wellbeing:

10 tips to combat workplace stress in 2023

What can HR do to support financial wellbeing now?

Is the real workplace wellbeing solution – dare we say it – to slow down? 

Recognising signs of stress at work: Help for managers  

How to manage workplace wellbeing in 2023

THRIVE – a model to assess wellbeing in your organisation

To assess, measure and improve levels of loneliness at work, get in touch with People Insight today for an employee survey. We help companies implement organisational change in an effective, meaningful way.