Of all the challenges facing employers, loneliness is, by nature, not the ‘squeakiest wheel’. It can often go overlooked. Yet, Americans are experiencing a surge in loneliness so profound that the Surgeon General has characterized it as an epidemic. According to the 2024 State of the Global Workplace report by Gallup, one in five employees worldwide currently feels lonely at work. This increase to 20% is a deviation from recent trends, reflecting a three-point increase since the start of 2024.
Loneliness is distinct from social isolation. It centers on a person’s perception of their connections with others and how they feel about those connections. A person can feel lonely regardless of whether they are physically alone or surrounded by colleagues (working remotely or in person), as loneliness is ultimately about the quality of one’s relationships.
The effects of workplace loneliness extend far beyond emotional discomfort, influencing nearly every aspect of an employee’s well-being and performance. Loneliness can reduce creativity, erode performance, and leave employees emotionally exhausted. Prolonged loneliness can also lead to serious mental health issues, including depression, anxiety, alcohol abuse, and even suicide, according to the National Library of Medicine.
The physical impacts are equally concerning. Chronic loneliness has been linked to cognitive decline, high blood pressure, diabetes, cardiovascular diseases, and cancer. Over time, the cumulative toll of these effects can lead to a shorter lifespan. In the workplace, this translates to diminished motivation, lower engagement, and a higher risk of burnout, which ultimately affect both individual and organizational performance.
Tackling loneliness in the workplace requires intentional strategies that foster connection, support mental health, and promote a culture of trust. Here are some steps that organizations can take:
- Focus on Trust and Psychological Safety
Employees need to feel safe to openly discuss personal challenges that may impact their work. Regular one-on-ones with managers create a regular space for connection and feedback. In addition to discussing work goals, leaders should ask about employees’ emotional and mental well-being, their sense of belonging, and any additional support they might need. - Recognize the Signs of Loneliness
Training managers to recognize loneliness signals—such as disengagement, fatigue, or avoidance of social events—enables early intervention. Identifying these cues allows organizations to support employees before loneliness escalates. - Encourage Mental Health Support
If your organization offers mental health benefits, make sure employees understand what’s available, how to access these resources, and that they’re encouraged to use them without stigma. Companies should consider additional communications during the holiday season, when these feelings often intensify. - Cultivate Opportunities for Quality Connections
Provide opportunities for employees to connect on non-work topics, whether in virtual or physical spaces. Simple adjustments, like devoting a few minutes of meeting time to personal catch-ups or organizing informal gatherings, can foster a more connected culture. Frequent, low-stress gatherings—like team lunches or happy hours—can be highly effective. - Lead by Example
Leaders sharing their own struggles can help normalize vulnerability and create an environment where employees feel safe to do the same. Modeling open communication from the top sets a powerful example and builds trust across teams.
Workplace loneliness is a complex issue, but with collective commitment, it can be addressed. When leaders prioritize trust, connection, and mental health, they lay the foundation for a supportive culture where loneliness is less likely to take root. As we address this hidden challenge head-on, we create a healthier, more connected workplace where everyone has the opportunity to engage fully and thrive.
Reference: https://news.gallup.com/poll/651881/daily-loneliness-afflicts-one-five.aspx