Top tips for maintaining human connections and reducing workplace loneliness
Last year, workers took on average five sick days due to loneliness and poor mental health. Moreover, as many as a quarter of employees have actually left their jobs because of feeling lonely.
So it comes as no great surprise that recent research by Totaljobs reveals that 60% of people surveyed have experienced loneliness in the workplace.
Loneliness, communication, and connections
Loneliness can be defined as an emotional response to a lack of connection. It means that people can feel just as lonely in the office as they do at home. However, remote workers can struggle to feel connected to people they only know virtually, while the blurring of home and work boundaries can lead to feelings of stress and burnout.
When we make human connections and consider the wellbeing of others, we create motivated employees. If we’re happy and working towards a common purpose, we’re more likely to create a bond that enables us to perform at our best personally and at work. The result is a thriving business with a culture where people are more productive, engaged and loyal.
Invest in wellbeing
The focus on wellbeing and connecting employees must start from the day they join the business. As more new hires join remotely, the need to connect and engage becomes more fundamental than ever. After all, human beings are social animals and crave interaction. Employees with strong social connections have been found to be healthier.
Ensure your new team members have a buddy to reach out to, or a chat group where they can ask questions. Try to meet them in person to build relationships and create a meaningful learning culture.
It’s important to acknowledge that not all generations want the same things, so being flexible is key. For instance, Gen Z – the newest entrants to the workplace – have been found to be more pro-office than their older counterparts who might have more established working relationships and connections to rely on.
Leading by example
Leaders need to create a company culture where employees feel supported and able to raise issues which affect their wellbeing. Employees should be encouraged to talk openly with their manager, supervisor or someone else at work.
It’s worth remembering that a leader doesn’t have to be equipped to fix a problem. Simply identifying and understanding how to communicate to team members can be the first step in creating a positive change.
Share experiences
In 2021, industrial software company AVEVA launched a global initiative called ‘It’s OK not to be OK.’ In a recent Buck webinar, Alicia McCollam, AVEVA’s global diversity inclusion and wellbeing manager, talked about how the initiative included having senior managers talked about their own challenges in the workplace. “It landed really well across the business team and led to company-wide inclusive, compassionate and empowering storytelling,” she said.
McCollam added that employee happiness isn’t just about having understanding and flexible line management. Employees need to be encouraged, facilitated and empowered to create their own “cultural glue”. This doesn’t come together by chance, but by having a well communicated and executed people strategy, one in which HR and internal communications work together to see the bigger picture.
Maintaining human connections – our top tips:
1. Keep wellbeing top of the agenda and use/provide conversation guides for leading questions if needed.
2. Ask how your colleagues are and really listen. Our active listening blog has plenty of advice.
3. Be aware of the support tools available for employees and ensure these are widely communicated and easily accessible.
4. Remember that your role is not to fix the problem but to identify any issues and support colleagues.
5. Leaders can share their own experiences of loneliness and mental health as it builds a connection with employees and role models the right behaviours.
6. Run a Wellness Action Plan with your team members.
7. Create virtual communities and informal moments to connect
8. Celebrate achievements and reward team members
Wellbeing is not an add-on
There are many positives to remote and hybrid working, but be aware of the risks and the need to keep meaningful human connections front of mind, to avoid loneliness and mental health problems.
To be truly effective and thrive as a business, wellbeing needs to be part of an ongoing people strategy that includes two-way communication with employees. This is critical for creating a company culture where people are supported, can be themselves and, ultimately, have a sense of belonging.
In partnership with Buck
Buck is a global, integrated HR consulting, benefits administration & technology services provider.
