Workplace Loneliness | Why Employers Should Care

Today technology allows us to speak with others across the country and the world without having to leave our office.  This has become the new norm for almost anyone who has not been deemed an 'essential service' under the current COVID pandemic here in Canada. As is the case in the Sandbox Centre, there has been a shift toward open floor plan offices aimed at fostering interaction, energy and maximum communication. As Claudine Cousins, CEO of Empower Simcoe and the Sandbox HR CNNX group champion would agree, as human beings, we have an innate need to be connected to others, to belong.

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What is Loneliness

A Centre for Workplace Mental Health study has shown that workplace loneliness pulls us away from social connectedness and is becoming a real concern for employers. If not addressed, it can impact office productivity, morale and often employees’ health.

Loneliness is a normal emotional response that everyone experiences, most commonly in a new environment or setting. However, when these feelings persist, concern for loneliness can arise. Feelings of loneliness do not qualify as a mental health condition, but the two are strongly linked. Loneliness can contribute to mental health conditions including anxiety, depression and addictions. At the same time, having a mental health condition increases one’s chance of feeling lonely or withdrawn.

The research shows that the impact of loneliness on mortality is equivalent to smoking 15 cigarettes a day in healthcare costs.

Many remain unaware of the associated cost of social isolation from the lack of social support. Negative consequences include:

• Compromised immunity
• Increased risk of depression
• Increased risk of cardiovascular disease
• Shortened lifespan

Surveys in the US and abroad reveal that people don’t have negative opinions about those experiencing workplace loneliness. Yet, the stigma still exists.  Most people don’t feel comfortable disclosing feelings of loneliness. This is likely due to fear of being negatively judged -or- treated differently by coworkers.

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How Loneliness Impacts the Workplace

Most working Americans spend one third of their day or more at work but don’t consider co-workers as friends. This negatively impacts the workplace because good, healthy relationships in the workplace are necessary in achieving work goals and maintaining work-life balance. Would it surprise you to know the technology connecting us in and out of the workplace is the same technology that contributes to isolation?

Furthermore, loneliness has a significant effect on work output, limiting individual and team performance, reducing creativity and impairing reasoning and decision making.

Factors that contribute to loneliness include:

• Introverts vs. Extroverts – introverts working on a team of extroverts may feel like they cannot get a word in edgewise. Whereas, extroverts surrounded at work by introverts can find it difficult to form workplace relationships.
• Personality Differences – office misunderstandings are commonplace; feelings of resentment can develop into something far more serious and eventually lead to self-imposed isolation and avoidance behaviours.
• Lack of social support – employees begin to exhibit signs of mental sluggishness, impairing productivity, stifling creativity, and hindering decision-making abilities.
• Remote Work – depending on the individual style, it will only be a matter of time until employees working remotely will inevitably feel cut-off from the team and will require additional regular intervention.

If prolonged, these issues can be costly as they will lead to:

• Withdrawal from the team or absence from work
• Diminished productivity
• Weaker team performance
• Physical and emotional stress

The mental and physical effects of social isolation lead to higher costs for sick leave and health insurance claims. On the flip side, positive social relationships strengthen employee retention and productivity—positively impacting the bottom line.

TIPS FOR EMPLOYERS

While loneliness is an emerging workplace concern, employers can make a difference in effectively addressing loneliness. Accomplishing this also means making a cultural shift.

Here are seven strategies to consider:

• Evaluate the organization’s current state of social connection by asking employees whether they feel valued and whether the corporate culture supports connectedness. Asking these kinds of questions can help inspire positivity and open communication.
• Strengthen social connections and make it an organization-wide strategic priority. This doesn’t mean that technology and personal interactions have to compete.
• Consider automating tasks and freeing up more time to focus on employee connections. This can be done by creating regular company-wide clubs and activities that are fun. An example could be book clubs, walking clubs, escape rooms or office trivia.
• Build understanding at all levels about high-quality relationships at work. Encourage leaders to establish bonds with employees that will enrich both audiences.
• It may also be helpful to have new-hires make connections right from the start. During onboarding, these opportunities exist with team lunches or assigning a “work buddy” to show the ropes. These early opportunities for social engagement help new hires make connections sooner.
• Create opportunities for employees to learn more about each other, including personal experiences and interests outside of work. This can be done by finding new ways to celebrate birthdays or holidays. This can also be done by having volunteer events or lunches to connect departments.
• Encourage employees to seek help when needed and to help each other.  Simply telling colleagues about feelings of isolation can magnify the problem by highlighting a sense of dissatisfaction with the workplace. Instead, promote programs and activities that offer the opportunity to understand the importance of creating healthy work relationships.

VISIT US AT SANDBOX CENTRE TO FIND THE SUPPORT YOU NEED

Sandbox Centre offers more than just sage business advice. We also connect businesses with law firms, peers, business partners, investors, information sessions, and training.  Sandbox Centre can point you in the right direction and help get you started building an organization to better the world for future generations through Professional Development. For more information on Sandbox Centre and our services, we invite you to contact us, or visit us on the 2nd floor at 24 Maple Avenue, right here in Barrie, Ontario and join the Sandbox community on Facebook, LinkedIn and Instagram. Keep an eye out on our events page.

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About the contributorS

The Center for Workplace Mental Health, formerly known as the Partnership for Workplace Mental Health, provides employers the tools, resources and information needed to promote and support the mental health of employees and their families.

The Center engages employers and our other partners in eliminating stigma, reducing barriers to care, raising broader mental health awareness, improving and implementing mental health programs, and designing benefits that improve employee mental health. This work is done through turn-key programs, toolkits, employer case studies, topical resources, publications and more.

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Jesse Kerr - Creative Commissioner | Sandbox Centre

Jesse is always multitasking.. . . and seems to thrive when juggling priorities and deadlines.  He'd tell you he's adaptable because he builds in room for error, adjustment, improvement, alteration and mitigation of foreseeable road blocks into his vision. However, anything that falls outside of this range of acceptability is quickly dispatched because "ain't nobody got time for that"! He's not good at collaborating in large groups - but he sure is good at entertaining them!  We're pleased to offer you his perspective that includes his margin for error; alongside an imagineered vision of greatness. Question is - are we going for good, better or best? Cheers!