In “Blind Spot: The Global Rise of Unhappiness at Work and How Leaders Missed it,” Jon Clifton cites the rise of lonely workers. Feeling disconnected from others significantly impacts employees’ mental health and job performance. According to a study published by the National Center for Biotechnology Information, loneliness can affect various aspects of an individual’s professional life, particularly the relationship between workers and managers.
If you think about that “loner” in your workplace, see if these outcomes match:
- Low Productivity: Lonely employees are not motivated and lose focus, leading to decreased productivity and efficiency. The absence of social connections can make it harder for individuals to stay engaged with their tasks and maintain high performance.
- High Anxiety: Without a support system, workers are more likely to experience higher levels of stress and anxiety. Work pressures really mount when you do not have friends to support you.
- They Quit: Employees who feel lonely at work are less likely to be satisfied with their jobs. This dissatisfaction can lead to higher turnover rates.
- They Drag Down the Team: Loneliness can hinder effective communication and collaboration among team members. When individuals feel isolated, they are less likely to participate actively in team activities, share ideas, or provide support to their colleagues.
So what can you do about it?
- Grow a Supportive Culture: You must make sure employees feel valued and connected – especially to their supervisor. This can be achieved through regular team-building activities, social events, and open communication channels.
- Promote Work-Life Balance: Support employees in maintaining a healthy work-life balance by offering flexible work schedules, mental health resources, and opportunities for personal development. Too many employees hear about these benefits at orientation and never again.
- Encourage Peer Connections: Create opportunities for employees to form meaningful connections with their peers. This can include mentorship programs, cross-departmental projects, and casual social gatherings. Studies show having even one friend at work can make a huge difference.
- Provide Training for Managers: Equip managers with the skills to recognize and address loneliness within their teams. Effective management training can help supervisors create a more inclusive and supportive work environment.
- Utilize Technology: Leverage technology to facilitate communication and collaboration among remote and in-office employees. Virtual meetings, instant messaging, and collaborative platforms can help bridge the gap and keep team members connected.
It is easy to ignore a lonely worker. “Oh, that’s just Charlie. He’s a loner.” But it is a serious issue. And taking steps to make employees feel welcomed and part of a team is not only good business, it’s the right thing to do for our fellow humans.
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