So, there’s much more at stake than your business performance; the need to address loneliness is also about looking after the wellbeing of your people.

If you weren’t aware of loneliness as such a significant issue, or you are aware and want to act, there are ways you can support your employees and improve your workplace culture, which we go into below.

To get a clinical perspective on why loneliness has become so prevalent, and what we can do to address it, we spoke with Bharati Susarla, Clinical Manager at Assure. Firstly, she explains what causes loneliness;

“The feeling of loneliness comes from not feeling heard, seen or understood; from feeling like you don’t belong; from feelings of low self-worth”.

What are the impacts of workplace loneliness?

According to Bharati, the impact of people feeling isolated can be profound, and lead to further problems when left unresolved.

“Loneliness can deplete our sense of self-worth, our confidence, our motivation. It can leave us feeling a sense of hopelessness and a perpetual feeling of sadness. It can make us feel like we don’t belong and that we’re not liked. This can lead to depression, fear and anxiety”

Feeling this way is clearly detrimental to the individual’s mental health, but it’s also going to impact their performance.

“Productivity can suffer, due to low motivation or because we don’t know how to ask for help — or are afraid to, for fear of judgement. We can be perceived as being uncooperative, or not competent”

Knowing the signs

Before we explore some of the ways to deal with loneliness, let’s look at how we recognise the signs in ourselves or others. These are just some of the early warning signs someone might be affected by loneliness or disconnection.

• being withdrawn, especially if it is uncharacteristic
• not proactively engaging when in a group
• appearing to be disconnected with the general flow of conversation
• constantly comparing themselves to others unfavourably
• acting disinterested
• being absent more than normal

And here are some of the behaviours associated with feelings of isolation.

• sudden withdrawals
• slow, delayed, or no responses to communication attempts
• decreased social activity
• low engagement or participation in meetings

What could leaders be underestimating about the impact of loneliness?

As a leader you have an opportunity to shape your culture and make changes to support those might be feeling isolated.

Don’t make assumptions — don’t assume certain behaviours are anti-social or someone ‘not being a team player’, they might be struggling with making connections

It’s bigger than individuals — it only takes a small number of people to have a significant impact on overall productivity

Don’t underestimate your feelings — loneliness can affect people at every level of an organisation, learn to check on your own mental wellbeing too

How can leaders help improve workplace culture to support those who feel isolated?

Physical space — pay attention to how your office is laid out. Is it set-up in a way that fosters engagement? Could the seating arrangement be improved? What about the kitchen, or coffee areas, are they conducive to relaxed conversation?

Team exercises — don’t underestimate the power of social team building activities. They can help build a psychologically safe team culture, plus it’s a chance to celebrate team achievements and individual contributions.

Regular check-ins — always keep checking in, with the intent to listen and follow-up if something doesn’t feel right.

How to make real-world connections, virtually.

Bharati acknowledges the difficulty of remote/digital working, as something for leaders to be aware of.

“Technology is one the worst things for feelings of isolation. As human beings, we need the physical, face to face interactions with each other to feel connection at a deeper level. The ad hoc corridor chats, the warm sensation when some walks by and smiles at you or says ‘hi’”

But, as she explains below, there are ways to create meaningful connections with remote workers.

“You can schedule virtual one-on-one, or team coffee catchups. Or virtual team ‘get-to-know-you’ days — baby photo competitions, two truths and one lie, virtual bingo — are all examples of how you can get to know one another. Plus, team reflections like, ‘What is working well for us’ ‘How can we get to know one another better’ and ‘What do we wish others knew more about us?”

What can you do, if you notice someone becoming withdrawn or disconnected?

Bharati stresses the importance of not judging people or making assumptions about their feelings or circumstances. What we see on the surface might not represent the reality of how someone is feeling. Some people may seem engaged and socially active but feel deeply lonely inside.  Here are a few more tips that could help.

• reach out — the simple act of asking if someone’s ok, can mean a lot
• listen — you don’t have offer advice, but give them the space to talk openly
• invite them — to join you and/or your team for a coffee, team lunch, etc.
• provide information — if you think it will be received well, on where they can get more support (EAP, GP, therapist)

To gain more insight into workplace loneliness, you can download Assure’s report here. And remember, you can always reach out to your EAP for clinical guidance too, for your employees, or yourself.

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