The Psychology of Workplace Loneliness

The Psychology of Workplace Loneliness: Causes and Consequences

Imagine you’re sitting with a small group of friends having a drink. You’re vaguely aware of a middle-aged man sitting alone on a bar stool nursing a pint. Occasionally he swipes at his phone but it seems clear that no-one’s coming to join him. He’s on his own. When you go up to buy the next round you give him a wide berth. Why? Because you don’t want to get drawn into conversation with him. Perhaps you assume, subconsciously, that he’s boring, inadequate, lacks social skills, lacks friends. There’s something rather sad about him. This is relatable to workplace loneliness also.

The stigma of loneliness is one that we all seem embarrassed to admit to. Somehow it feels as if we’ve failed.

The stigma of loneliness is one that we all seem embarrassed to admit to. Somehow it feels as if we’ve failed. We’re social creatures and it’s natural to seek out company and to form close bonds. Think of Tom Hanks’ character in Castaway, imbuing a volleyball with personality in his desperation for companionship.

Unfortunately we’re all likely to feel lonely at some time or other, and it’s not just when we are working from home. For example, think of the last time you moved to a new job, moved to another part of the country, finished college or university. Perhaps you’ve split up from a close relationship, lost a close friend or relative. These are all situations where we have to reappraise our circumstances and build new relationships. But it’s not always easy.

Why is it hard?

As newcomers we might find that established groups of people are cliquey, closed to outsiders. We could also find ourselves in a new environment which is ethnically or culturally different to the one we know. In short, it can be difficult to make new friends. The problem is that loneliness gets worse as time goes on.

In one of the Gallantium case studies, young Josh is excited to start a new job, but he finds it difficult to break the ice and make new friends. After a few weeks, with little social interaction, he more or less gives up trying. Then the real problem sets in because now he’s on a downward trajectory. He starts to feel alienated by the colleagues who won’t let him join in and he begins to perceive his working environment in negative terms.

He’s likely to be hyper-sensitive, interpreting seemingly innocuous comments as potential criticism. He becomes more isolated over time, suspicious of his colleagues and their motives towards him, and now even less likely to establish friendships.

The introvert / extrovert component

Of course, some people are naturally shy and find it hard to be outgoing, but we’re all affected by loneliness from time to time. Then why do we have such a problem admitting to it?

With the advent of social media we’re increasingly being bombarded by stories and images of other people enjoying beautiful, successful lives, surrounded by friends and family. Warm cosy photos of restaurant meals, holidays, sporting achievement. Approval is reinforced by a stream of comments and likes. So how do we feel when we see that, by comparison, we don’t have that perfect life?

By having fewer friends maybe we think we are social rejects, somehow inadequate or unworthy. These feelings are deep-seated, going right back to our childhood. Who wanted to be the kid who was picked last to join one team or another, or left on their own in the playground? What about the birthday party that no-one went to, or the teenager who couldn’t get a date for the prom? It advertised to the world that nobody liked you. The rejection was palpable, wounding, and to be avoided again whenever possible.

As we grow up, we remember the humiliation and shame of social rejection, whether it happened to us or we saw it in others.

As we grow up, we remember the humiliation and shame of social rejection, whether it happened to us or we saw it in others. It suggests that something is wrong, that we’re not good enough to be included, that we’re somehow inadequate.

Loneliness, quite apart from the isolation and mental health problems it causes, is something to be feared and avoided at all costs. This all goes some way to explain the embarrassment we might feel if we reveal that we’re lonely – we understand there are the unsaid assumptions that come with it.

Loneliness usually results from a set of circumstances that can be beyond our control. We’ve seen that there are all manner of reasons why someone might be feeling lonely and it’s absolutely nothing at all to be ashamed of. Any sense of blame and judgement is misplaced, and that includes the way we feel about ourselves.

Understanding loneliness

As with most things in life, if we can understand why we’re feeling lonely, and can accept it, then we’re already halfway towards finding solutions. If on the other hand we ignore our feelings then we can become convinced that we don’t belong and, like Josh, we might start to unconsciously disengage. We’ll start to lose social skills, our deteriorating mood will make us seemingly less approachable to others, and the condition could perpetuate.

We should look out for the people around us whenever we can. They might wish to be alone from time to time, but not all of the time. We should try to make sure that no-one’s being excluded. And that middle-aged man sitting alone at the bar with his pint…? He might have just moved into the area, might be staying away from home for work, might have had his train cancelled, might be the kindest, funniest man alive. He’ll only be lonely if he’s ignored all night.

This sets the scene of the broader topic and impact, so how does this translate to the workplace and why is that important?

What is workplace loneliness?

Whilst this seems like an obvious statement, it’s important to put a defined view in place. Workplace loneliness is the feeling of disconnection or isolation from one’s coworkers and work environment[1][2][3].

It is a subjective internal belief that one’s social needs are not being met at work, and can be characterised by emotional deprivation and social companionship[4]. Employees who feel lonely at work may also feel disengaged from their job and peers[1]. Employers can take steps to address workplace loneliness, such as fostering a supportive culture and encouraging social connections among employees[2][5]. All of which we will explore throughout this article.

Why is it important for employers to be mindful of workplace loneliness?

Being objective for a moment and taking the emotion we feel about this, and the human on the other, it can affect employees’ job performance and job happiness. And when thinking through this, don’t just think of the wider workforce, also think about loneliness employers leadership group.

Here are a few explanations:

Mental health: Loneliness at work can cause anxiety, sadness, and other problems that might impair a worker’s general wellbeing.

Engagement of employees: Workers who don’t feel connected to their coworkers and lack personal relationships at the company may become disengaged and unproductive, which lowers job satisfaction and raises turnover.
Team dynamics: Loneliness at work can have a detrimental effect on team dynamics, lonely employees feel removed and therefore there is less cooperation and communication between team members, which can impede success and productivity.
Reputation: If workers are dissatisfied, they may tell others about their bad experiences, which could hurt the company’s reputation and its capacity to draw and keep top personnel.

Let’s explore each one in more detail.

Mental health and workplace loneliness

Employees’ mental health and general well-being can be significantly impacted by loneliness at work. An employee may feel alone and alienated from their coworkers and the company, which can result in feelings of loneliness and social anxiety.

Low self-esteem and inadequacy sentiments can be exacerbated by this sense of isolation. Higher stress levels, which can have a severe effect on an employee’s physical and mental health, may be experienced by workers who feel socially isolated at work. Moreover, loneliness at work can contribute to burnout, which can result in cynicism, emotional tiredness, and a reduction in productivity.

Long-term loneliness at work increases the risk of depression, which can cause a variety of symptoms such as low mood, loss of interest in activities, changes in sleep and food, and low mood.

An employee’s capacity to perform at work and general well-being may both be significantly impacted by depression. Employers must thus take action to prevent and alleviate workplace loneliness by acknowledging its negative effects on workers’ mental health and wellbeing (which here at Gallantium we have dedicated education on how you can help your people).

By creating opportunities for social interaction and developing an inclusive and supportive workplace culture, employers can aid employees in feeling more connected and supported. These can include things like team-building exercises, get-togethers, and mentoring schemes.

Employers should also offer aid and resources, such as access to mental health services, mental wellbeing education and employee assistance programmes, to workers who may be struggling with mental health concerns. Employers may foster a productive workplace that fosters employee well-being, engagement, and productivity by implementing measures to avoid and manage workplace loneliness.

Employee engagement and workplace loneliness

Another crucial reason why businesses should be aware of workplace loneliness is employee engagement. Employee disengagement and productivity can result from feeling cut off from coworkers and the company, which can lower job satisfaction and increase turnover.

The productivity and success of employees who experience social isolation at work may suffer because they are less likely to participate in team meetings or other collaborative activities.

Also, they can be reluctant to offer advice or share their ideas, which could hinder the company’s capacity for innovation and efficient problem-solving. Due to the possibility of feeling undervalued or unsupported by the company, this lack of involvement can also result in decreased job satisfaction.

Moreover, loneliness at work may result in a higher staff turnover rate. Particularly if they believe their current position is not satisfying their social and emotional requirements, workers who feel alienated from their coworkers and the company may be more likely to look for new employment possibilities.

Employers may pay a high price for this as it may result in more expensive hiring and training costs, as well as lower productivity and knowledge transfer.

Employers should place a high priority on developing a welcoming and inclusive workplace culture that promotes open communication, collaboration, and connections among employees in order to prevent workplace loneliness from resulting in disengagement and turnover.

To encourage employees to feel committed in and interested in their work, employers can also offer opportunities for professional development and progress, such as mentorship programmes or cross-functional collaborations. Employers can develop a good work environment that fosters employee well-being, engagement, and retention by encouraging employee connection and engagement.

Team dynamics and workplace loneliness

Another area where loneliness at work can have a big impact is team chemistry. When workers don’t feel connected to their coworkers, teamwork and communication suffer, which ultimately reduces success and productivity. We all know high performing teams deliver outsized results, so dynamics are key.

Employees must have the ability to collaborate well in order to accomplish team objectives. Employees who experience workplace loneliness may be less willing to collaborate and speak honestly with one another, which can cause a breakdown in team relations.

For instance, employees who feel alone could be less likely to share their opinions or make suggestions, or they might not feel comfortable giving their coworkers feedback or helpful criticism. This may result in lost opportunities, errors, or project delays.

Moreover, loneliness at work can result in a lack of trust and support within the team, which can worsen problems with teamwork and communication. Team members may be less likely to support one another or provide assistance when needed if they feel alienated. Instead of collaboration and teamwork, this may result in a culture of competitiveness or individualism, which could have a negative effect on the team’s overall productivity and success.

Employers can put an emphasis on creating a positive team culture that promotes open communication and collaboration among team members to prevent workplace loneliness from negatively affecting team dynamics.

These can include team-building exercises, routine check-ins, and feedback sessions to foster a sense of belonging and support among the workforce. Companies can support cross-functional cooperation and offer opportunities for professional growth to aid in team members’ relationship-building and skill-development. Employers may build a productive workplace that encourages collaboration, productivity, and success by establishing good team dynamics.

Reputation and workplace loneliness

An oft not thought of impact, but loneliness at work can affect a company’s reputation. Employer branding starts with you current people. Employees who are unhappy or don’t feel supported at work may tell others about their bad experiences, which could be detrimental to the company’s reputation and ability to recruit and keep top personnel.

Negative experiences can easily travel outside of simply the immediate circle of employees in today’s era of social media and online reviews, affecting an organisation’s reputation in the larger community.

Employees may be more prone to communicate their unfavourable work experiences with others, such as on social media or in evaluations on employer rating websites, if they feel alone and separated from their coworkers. The organisation’s reputation could be damaged, which would make it more challenging to recruit and keep top people in the future.

Also, loneliness at work might affect a company’s capacity to attract and keep outstanding personnel. If a company is known for not supporting the well-being of its employees or for having a toxic work environment, potential employees may be discouraged from applying.

Similar to this, current workers who experience social isolation at work may be more inclined to look for new employment possibilities, which can result in increased turnover rates and make it difficult to keep top talent.

Employers can put emphasis on developing a friendly and positive workplace culture that prioritises employee involvement and well-being to prevent workplace loneliness from harming their brand.

Also, employers can promote open dialogue and criticism while offering tools and assistance to staff members who might be dealing with mental health concerns. Employers can foster a healthy work environment that supports employee retention and draws top talent to the firm by placing a high priority on employee well-being and engagement.

Five key solutions to tackle loneliness when employees feel lonely

Employers can use a variety of potential solutions[6][7] to combat workplace loneliness and promote a more connected and supportive work environment. Here are a few illustrations on how to support employees social wellbeing:

Encourage open communication and feedback: When workers feel lonely, by encouraging workers to communicate openly with their coworkers and bosses, employers may foster a culture of open communication. As a result, barriers may be reduced and the workplace may become friendlier and more cohesive.
Provide opportunities for social interaction: Think of it like building a tackling loneliness network. Companies might encourage social connection by organising team-building exercises, get-togethers, or mentorship programmes to assist workers connect with coworkers and feel more at home at work.
Offer flexible work arrangements: Companies can assist employees balance their work and personal life and lessen feelings of loneliness by providing flexible work options, such as remote work or flexible hours.
Provide mental health resources and support: Companies can offer aid and services, such as access to mental health doctors or employee assistance programmes, to workers who may be struggling with mental health concerns.
Foster a positive work culture: Companies may encourage a friendly, welcoming environment where workers feel appreciated, respected, and involved in their work in order to create a positive work culture.

Ultimately, combating workplace loneliness necessitates a diverse strategy that considers the particular requirements and experiences of workers. Employers can foster a pleasant work environment that encourages employee retention, productivity, and success by placing a high priority on employee well-being and engagement.

Next, let’s look into each one in more detail so you have an action plan to take back to work.

Encouraging open communication and feedback

In order to combat workplace loneliness, encouraging open communication and feedback is essential since it lowers barriers and creates a more connected and supportive work atmosphere.

Employees may feel less alone and more a part of the team when they feel free to discuss their ideas, emotions, and worries with their supervisors and fellow employees.

Employers can promote open communication and feedback in the workplace in a number of ways. One strategy is to provide team members frequent chances to get together and talk about their tasks and projects. Regular team meetings, one-on-one conversations with management, or casual check-ins with coworkers might all fall under this category.

Employers can promote an environment of open communication and encourage staff members to express their opinions by offering various opportunities for contact and feedback.

Establishing ways for employees to submit anonymous feedback, such as through suggestion boxes or online surveys, is another technique to promote open communication and feedback. This can be especially useful for workers who might be reluctant to voice their opinions or concerns in a public setting.

In order to assist employees communicate effectively and develop strong bonds with their coworkers, employers can also offer training and resources. Training can involve instruction in active listening, handling conflicts, and developing empathy, all of which can improve employee understanding and interpersonal relationships.

Employers may foster a more connected and supportive work environment that can assist to lessen workplace loneliness and enhance employee engagement by promoting open communication and feedback.

Provide opportunities for social interaction

Encouraging open communication and feedback is essential since it lowers barriers and creates a more connected and supportive work atmosphere. Employees may feel less alone and more a part of the team when they feel free to discuss their ideas, emotions, and worries with their supervisors and fellow employees.

Regular team meetings, one-on-one conversations with management, or casual check-ins with coworkers might all fall under this category. Employers can promote an environment of open communication and encourage staff members to express their opinions by offering various opportunities for contact and feedback.

Employers may foster a more connected and supportive work environment that can assist to lessen workplace loneliness and enhance employee engagement by promoting open communication and feedback.

Offer flexible work arrangements

Whilst this was a silver-lining that came out of the Covid-19 pandemic, it should not be forgotten as many return to the office, and that is organisations can combat workplace loneliness by offering flexible work schedules. [8][9]

Employers can aid in reducing feelings of loneliness and promoting work-life balance by allowing employees the flexibility to work from home or modify their work schedules to better suit their personal requirements.

Particularly remote work has grown in popularity recently, and for good cause. According to studies[10][11][12], working remotely can improve wellbeing overall as well as job satisfaction and productivity. Employees can better balance their professional and personal lives when they have the option to work from home or other distant places, which can lower stress and enhance general wellbeing.

Employees who may be coping with personal issues, such as taking care of a child or an elderly parent, can benefit from flexible work arrangements such as remote working. Employers can assist employees cope with these problems by providing flexible work options, which can enhance employee wellbeing and lessen feelings of loneliness.

Employers should be explicit about expectations and communication when introducing flexible work arrangements. Companies should develop explicit policies that include expectations for communication, availability, and productivity for remote work and flexible hours. Employee success in a remote or flexible work environment depends on employers giving them the resources and tools they need.

Bring this one together, by providing flexible work options, companies can contribute to the development of a more connected and supportive work environment, which can minimise workplace loneliness and enhance employee engagement and well-being.

Provide mental health resources and support

As a leading provider here at Gallantium, we feel we have strong experience and authority on this topic. But also advocate there are many ways to support employees wellbeing. The significant action that employers may take to combat workplace loneliness is to offer mental health resources and assistance. Those who experience isolation and disconnection at work are more likely to have mental health problems including anxiety and sadness. These negative effects might be lessened and employee wellbeing can be enhanced by providing resources and support for staff members who might be dealing with mental health concerns.

Employers can offer resources and aid for mental health through employee assistance programmes (EAPs). Employees and their families have access to private therapy through EAPs. Many services, such as therapy, support groups, and introductions to mental health specialists, may be offered by these programmes.

Employers can also offer access to mental health professionals through their health insurance plans, such as therapists or psychologists, in addition to EAPs. Employers can assist employees in getting the support they need to manage their mental health and well-being by giving them access to mental health practitioners.

Workplace loneliness training solutions

By providing training sessions or workshops such as we do here at Gallantium on mental health challenges and coping mechanisms, employers can further encourage mental health awareness and education.

Employers may assist to lessen the stigma associated with mental health disorders and foster a more supportive and inclusive work environment by giving employees the information and resources they need to manage their mental health.

Employers must make sure that employees are aware of these tools and know how to use them when implementing mental health resources and support. Additionally, employers must guarantee that staff members can access these tools without worrying about embarrassment or unfavourable consequences.

In summary, companies can help to foster a more connected and supportive work environment that can help to lessen workplace loneliness and increase employee well-being and engagement by offering mental health services and support.

Fostering a positive work culture

Employers can take concrete action to combat workplace loneliness by fostering a healthy company culture. A friendly and welcoming environment where workers feel appreciated, respected, and motivated to do their best job is promoted by a healthy workplace culture. Employees are more likely to be engaged, productive, and dedicated to their work when they sense a connection to their coworkers and the organisation.

Employers can promote a positive work culture in a number of ways. Promoting a culture of praise and recognition is a crucial tactic. With public acknowledgement, incentives, or other prizes, employers can recognise and celebrate employees’ accomplishments, such as finishing a project on time or exceeding performance goals. Employers may encourage a healthy work environment and raise employee morale by acknowledging their employees’ accomplishments.

Promoting open communication and feedback is another method for creating a great workplace culture. Companies can facilitate regular feedback and communication by encouraging staff to discuss their ideas, opinions, and concerns with peers and supervisors. Employers may assist in removing barriers and fostering a more connected and supportive work environment by encouraging open communication.

Companies can also foster a positive workplace culture by giving staff members chances to advance and flourish. To aid employees in gaining new skills and advancing in their professions, employers can provide training and development programmes, mentorship opportunities, or tuition reimbursement schemes. Employers can show their dedication to their staff by supporting employee development and promoting a positive workplace environment.

In general, businesses can assist reduce workplace loneliness and increase employee well-being and engagement by building a positive work culture that fosters a more connected and supportive work environment.

Summary

Workplace loneliness can have negative impacts on employee well-being, engagement, and productivity, as well as the organisation’s reputation. Employers can take several steps to address workplace loneliness and foster a more supportive and connected work environment.

One strategy is to encourage open communication and feedback, which can help to break down barriers and promote a culture of support and collaboration. Employers can also provide opportunities for social interaction, such as team-building activities and social events, to help employees build relationships with colleagues and feel more connected at work.

Workplace loneliness strategy?

Another strategy is to offer flexible work arrangements, such as remote working or flexible hours, to help employees balance their work and personal lives and reduce feelings of isolation. Employers can also provide mental health resources and support, such as employee assistance programs or access to mental health professionals.

Finally, employers can foster a positive work culture by promoting recognition and appreciation, open communication and feedback, employee development and growth, and other initiatives that demonstrate their commitment to their employees and create a more supportive and connected work environment.

By implementing these strategies, employers can help to reduce workplace loneliness and improve employee well-being, engagement, and productivity, ultimately creating a more positive and successful workplace.

And we’re here to help at Gallantium, learn more about us and our employee wellness education in the tabs above. Also check out the cross government loneliness strategy in place here in the UK.