How to combat loneliness at work while remaining connected

• With the ongoing global pandemic and the shift towards permanent hybrid and remote work, feelings of loneliness have become more intense.
• A majority of global employees have experienced or currently experience loneliness at work, according to the EY Belonging Barometer 2.0 study.
• Nearly half feel lonelier today than they did prior to the pandemic.

While technology has made the world more connected, it seems to be lacking in the most important human interactions. With the ongoing pandemic and the shift towards hybrid and remote work, feelings of loneliness have become more intense. Let's discuss this issue.

A study has shown that loneliness and social isolation increase the risk of premature death for people of all ages, and that loneliness is associated with a range of health problems.

In our EY Belonging Barometer 2.0 study, over 5,000 adults employed in companies across the U.S., the UK, mainland China, Germany, and Brazil were surveyed by EY professionals. The results were startling: more than 80% of global employee respondents have felt or feel lonely at work. Additionally, 49% of respondents feel lonelier today than they did before the pandemic. What does this mean for workplaces and what do companies need to know?

Loneliness at work can negatively impact job performance and commitment, according to research from The Wharton School and California State University. Additionally, nearly half of respondents in the EY study admitted that they would consider leaving a job if they felt lonely.

A significant issue is that 90% of employees experiencing loneliness do not inform their supervisors about their struggles. This implies that employers are unaware of a significant problem that may impact employee engagement, productivity, and retention.

To combat loneliness at work and foster a sense of belonging among employees, leaders can implement actions that have a significant and far-reaching impact.

Place an emphasis on teaming

One-third of global employees in the EY study valued having a voice and being able to speak up. Personally, I have made a positive impact by inviting every team member to speak on team calls, ensuring that all voices are heard, not just the loudest or most senior ones. Additionally, I have seen my colleagues make an impact through more informal collaboration through "hang outs," casual video chats, and drop-in sessions.

Encourage checking in, not checking up

To make their people feel less lonely and more included, leaders should check in with them both personally and professionally. This check-in should be authentic, go deeper, and be led with empathy, not productivity. It's important to listen carefully and ask follow-up questions when appropriate. Simply asking "So how can I help you?" can be effective, as the answers are often doable and within reach. As a leader, you don't need to have all the answers or solve every problem; just being there for your people and making them feel heard and included is enough.

Communicate with authenticity and vulnerability

To foster connections and ensure a safe environment for discussions, leaders must openly communicate their personal feelings to their teams. When leaders are honest about their own struggles and how they are addressing them, it can lead to conversations that allow them to better understand the unique circumstances and well-being needs of their diverse teams. On our team, leaders recently discussed childcare challenges and shared fun work-related activities, such as project closing celebrations and offsites.

Empower employees to play a role

Encouraging employees to become allies and advocates for their teammates can foster better connections with peers and supervisors. Research from Gallup found that having a "best friend" at work is linked to increased effort put into a job. Simple actions such as inviting someone outside the core team to join a meeting or having virtual coffee or lunch with a new colleague can help build a culture of belonging and inclusion in the workplace.

It is crucial for leaders to address the growing loneliness in workplaces by supporting their employees. By taking action now, leaders can build a culture where people feel valued and connected, preventing loneliness from taking hold.

Karyn Twaronite is the EY Global Vice Chair for Diversity, Equity & Inclusiveness. She can be found on Twitter: @KTwaronite_EY.

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