Understanding the Impact of Isolation on Workplace Well-Being

76% of U.S. workers feel lonely at work. And no, your pizza party isn’t fixing it. The U.S. Surgeon General just declared workplace loneliness a national health concern with consequences for productivity, engagement, and even life expectancy. Let that sink in: Loneliness at work is now a public health issue. This isn’t about extroversion. It’s about belonging systems how people experience clarity, care, and communication inside your organization. At Inflection Point Nexus Advisors, we help teams design for what I call Organizational Health Infrastructure: → Do people know how to name tension without blame? → Do they understand how their work creates value for the team, not just the task? → Do they have access to clean communication, shared language, and real repair? → Do they know where they stand? → Can they name tension without fearing consequence? Loneliness often shows up when clarity breaks down. When the system prioritizes speed over safety. When we treat “people stuff” like a soft, instead of the structural thing it really is. The more we mistake “being nice” for being safe, the more we create workplaces where people are surrounded but disconnected. What we need isn’t forced bonding. It’s structured clarity. Shared rhythms. A management culture that sees humans as part of the system, not the noise surrounding it. What systems in your workplace make people feel seen—or make them disappear? ♻️ Repost to strengthen the craft of management. Follow Matt Ley for more. #WorkplaceLoneliness #OrganizationalHealth #Culture #Leadership

This article immediately made me think of the MANY focus groups and interviews that I have done globally over the years where people share how keenly mindful and aware they are of who is greeted in the morning, and/or who DOES or DOES NOT receive a “good morning.” I can remember countless stories where people talked about the cumulative impact of feeling invisible or ignored. Most often, it was people who have been historically excluded or marginalized, and/or are one of the “only” in their office. There are of often of course cultural differences in how, and when greetings might take place. And still, as this research suggests- these seemingly “small behaviors” can have a real impact on a person’s overall “well-being.” Inclusive cultures highlight the importance of what the article calls “social connections” (at all levels,) and the ways in which we “see” people and acknowledge them. “Her work is part of a growing body of research that looks at the value of social connectedness, not just to our happiness and well-being but our overall physical health. (In fact, social isolation hurts our minds and bodies so much that it's known to increase risk of premature death.) While much of the research on social connections has focused on the closest relationships in people's lives, Sandstrom and other scientists are now learning that even the most casual contacts with strangers and acquaintances can be tremendously beneficial to our mental health.”

Last week, one of our contractors resigned unexpectedly. When I asked him why, he explained that he had set high expectations for his performance, which he felt he wasn’t meeting. He believed resigning would be doing the client a favor. However, the client had no issues with his performance and considered him a valued team member. It would be a shame for him to leave, according to the client’s feedback. Why did he feel this way? He lives alone, works on a global, fully remote project, and none of his friends are in IT to discuss his day-to-day experiences. As a result, he found himself isolated and in his own bubble. After discussing his feelings and how ITRAC and the client could support him, we found a way to help. We also provided advice on what to do if he finds himself in a similar situation in the future. By the end of the call, he felt much more positive and decided to stay on the project. While remote working has its benefits, it may not be suitable for everyone. If you are a remote worker feeling isolated, don’t suffer in silence. Reach out to anyone you can, attend in-person user groups to meet peers, or even travel and work from different locations to meet new people. Don’t remain in your own space with no one to talk to. If you’re a company with a remote workforce, regularly check in on your team’s mental health and provide frequent feedback, not just during annual reviews. This can make a big difference. Many people tend to ask “How are you?” and move on without truly noticing. Next time, after someone replies with “I’m good,” ask again, “But how are you really?” This can go a long way.

Remote Isolation I’ve been working remotely for the last 14 years. And the thing I dislike the most about working remotely is the feeling of isolation. Most enterprise sellers and leaders are working remotely today, so I’m sure I’m not alone in this feeling of loneliness. The bad thing about Isolation and loneliness is that it can lead to unhappiness and dissatisfaction with your job, ultimately hurting your performance. In addition, the lack of face-to-face collaboration isn’t helping with our creativity or building interpersonal relationships. It’s hard to whiteboard or build a relationship when all you do is Zoom. Lastly, let’s be honest. We’re just not as motivated sitting in our home offices by ourselves day in and day out. Nothing beats the buzz of a sales environment! However, there is an easy solution to this isolation problem. Get out of your comfort zone, leave your home office, and meet with other human beings face-to-face. The pandemic era has made us less comfortable socializing. Start with baby steps and catch up with ex-colleagues, friends, or new acquaintances in person. - Go to a local co-working location 1x per week. - Set up weekly coffee meetings. - Join local events or meetups. Form or find an industry group near you. - Register for work-related events where you have to travel. - Ask your manager for more frequent in-person team meetings, at least 1x per Quarter. We need to re-train our minds and bodies to get out because it’s not only good for your performance, it’s beneficial to your health. #mentalhealth

Gallup’s new State of the Global Workplace: 2024 Report finds that globally, one in five employees say they felt lonely a lot of the previous day. Social isolation and chronic loneliness have devastating effects on physical and mental health. The risk of mortality among people who lack community and social ties is two times greater than that of people who have many social contacts. These differences are independent of physical health, socioeconomic status and health practices. In general, loneliness levels are lower among working adults than the global average, indicating that being part of a work community is beneficial to people’s social wellbeing.   Notably, fully remote employees report significantly higher levels of loneliness (25%) than those who work fully on-site (16%), showing that time together working in-person helps people feel more connected. Learn more about employees’ experiences in 2023 by downloading the report.  https://lnkd.in/eaUkK8YZ

78% of people in the workplace feel unseen in their struggles. It’s the challenge of our time. It comes from intense uncertainty, task driven environments and performance pressures. If we can’t fix this we don’t have sustainable work environments. ⬇️ “Why I feel unseen at work” Actual comments: 🔅 I don’t want to “complain” 🔅 People are busy with their own things 🔅 They never ask me or talk to me personally it’s only work 🔅 Communication isn't authentic 🔅 Groups work in silos 🔅 Not feeling like I belong; not feeling valued for experience and knowledge; not feeling that my role is important "enough" compared to others 🔅 Most people are focused on themselves and their own problems 🔅 No one checks in on me - there is no time 🔅 We are all too busy which does not allow us to see/consider others 🔅 Perception that sharing a humanistic/raw side will make you "less of a leader" 🔅 So much intense work leaves little time to know each other 🔅 People are too overwhelmed, anxious, etc. to focus on others 🔅 People do not value the person's contribution to the team 🔅 Deficits in cultural awareness 🔅 I mask my struggles 🔅 We do not have a seat at the table; change after change without assessing what worked or didn't 🔅 Being too overwhelmed to notice 🔅 Fear of expressing ourselves 🔅 Leaders are too busy to come out and converse / connect 🔅 Feeling like my opinion doesn’t matter 🔅 Lack of genuine concern for connecting with me 🔅Leaders don't talk to me unless they need something from me 🔅 Mangers often think they are better than me. 🔅 My input and desire for growth are not recognized 🔅 The hierarchy prevents connections as well as the judgement and exclusivity 🔅The feeling of bothering someone who is very busy ⬇️ This is burnout This is disconnection This is anxiety This is loneliness This is isolation Don’t think this is your workplace? Think again. It’s everywhere. Because our human relational behaviors are out of sync. We are on screens all day everyday. We are not seeing each other. ⬇️ The way to fix it? Train up leaders who have real skills in human understanding, supportive care and connection. It starts by assessing and tackling the barriers that are causing this in the first place. If we don’t start there, we can never solve for this. And then train confidence in exactly what to do and say in these situations. Hint: It goes way beyond EQ It’s #ShowingUp It’s #SupportiveLeadership It’s what we do. 👋 Reach out if you want to learn more.

Did you know that feeling lonely at work is more common than you think? According to this The Wall Street Journal article, the "loneliness epidemic" in the workplace is costing companies $154 billion a year in absenteeism alone. This issue is also taking a toll on our mental health and diminishing our sense of deep connections. Over the past five years, the percentage of people who say they know their coworkers on a personal level has decreased by 15% and 69% of employees report they are unsatisfied with their social connections at work. In my upcoming book, The Win-Win Workplace, I explore the idea that while we all want to be seen, we are often afraid to be known. I discuss how employers can help bridge this gap. For example, my friend Jim McCann at 1-800-FLOWERS.COM, INC. is addressing this by organizing regular lunches at their offices that encourage employees from different teams to get to know each other as people. (Pro tip: this has to be ongoing, not just a one-off!) As Jim says, "Work is social, it’s a lot more than a paycheck." Imagine the transformation at work if we could, for a moment, put down our collective masks. Imagine if, as my friend Ann Shoket suggests, we took #10MinutesToTogetherness to really check in with someone, letting them know we are thinking of them and genuinely listening to how they are doing. This approach is beneficial in our personal lives and also "works" at work—a place where, if the WSJ article is correct, many of us feel most lonely. https://lnkd.in/em_tafzz

Most companies think about loneliness… …in the wrong way. They assume it's all about isolation, which limits their ability to proactively intervene. Because it's not as simple as identifying isolated employees. Most employees who report feeling lonely are, in fact, connected to colleagues but nevertheless report: Lower job satisfaction Being disconnected from their team Struggle to get their work done Increased stress and anxiety More likely to leave Aren't reaching their potential Why? Being connected isn't enough. People need strong relationships that provide reciprocal support and trust. They need to feel connected to a community, even if it's just their team. We used to rely on space to encourage strong bonds (which had its issues). Today, we must intentionally ensure people have opportunities to engage frequently, substantively, and from time to time in unstructured ways. Organizational Network Analysis is incredibly powerful for identifying lonely employees, putting individuals and organizations at risk. #socialnetworks #organizationalnetworks #creativity #collaboration #workplacestrategy #ona #alignment #workfriends #wellbeingatwork #employeeengagement #employeeexperience

Yesterday’s WSJ article (linked below) on loneliness in the workplace hit a chord. Whether due to remote work arrangements, lack of meaningful interactions in the office, or the pressures of modern-day productivity, loneliness can permeate even the most vibrant of workplaces, with far-reaching implications for employee well-being, personal connection and organizational success. Recognizing and addressing this issue isn’t just about creating a more pleasant work environment, it’s about unlocking the full collaborative power and creative potential of our teams. One of the hallmarks of the Tarsus culture is our focus on connectivity – to our teams, stakeholders and communities. We recently concluded one of our event-filled “Anchor Weeks” aimed at connecting field and remote teams with HQ staff for a meaningful series of professional and personal interactions. As I moved from leadership meetings to team-building events to happy hours, I was struck by the energy and excitement that flowed from catching up on family and vacation plans to brainstorming new solutions to existing challenges. As one employee reflected, “even small talk impacts our connection to one another.” I cannot overstate the value of these interactions in fostering open communication, understanding and connectivity – to each other and to our mission. And, recognizing that remote work is both critical to and embedded in our culture, we are continuing to listen to our employees and create new avenues for building meaningful connections, making sure every voice is heard, and our Tarsans feel a sense of belonging. We aim to transform “The Loneliness of the American Worker” into a story of empowerment, connection and success, and would love to hear your thoughts and ideas, as well. #leadership #workplace #culture https://lnkd.in/gC2xzshP

As cited in a recent Fortune article, a recent survey by TheLi.st, Berlin Cameron, and Benenson Strategy Group revealed a troubling trend: as women climb the corporate ladder, their feelings of loneliness and isolation at work increase. Half of the executive women surveyed reported feeling unsupported and isolated, with 40% saying their company doesn't help them succeed. In contrast, male executives reported feeling less lonely as they advanced in their careers. Even more interesting, men and women in their study generally reported feeling similarly about experiencing loneliness at work… it was that their experiences diverged as they climbed 🏔 the corporate ladder. Ouch. As a female executive and mother of three daughters, this finding hit close to home. Despite being fortunate to work in supportive organizations with a strong network, I've personally experienced moments of loneliness in my career. During one time period in particular, a multitude of factors collided. It took me a while to be able to name what I was feeling. 🔸 Loneliness. 🔸 I have no shortage of explanations as I consider what might be behind the finding – some from research 📊 , some from stories from the people in my life 👥 , and some are just guesses 💭 . There are likely numerous factors contributing to this disparity, from systemic barriers and biases to personal experiences. Even as someone who prioritizes connection 🔗, the demands of leadership roles (especially when combined with all the other roles) can be overwhelming at times. I had to become much more intentional about how I invest in connection – a fundamental human need ✨. It has been an important factor as I’ve made decisions about how I want to structure my life as an entrepreneur too (more to come on that soon!). ❓I'm curious to hear from my network – how do these findings land with you? Have you experienced or witnessed similar challenges? What do you think organizations can do to better support women leaders? What story do you have about what is behind the disparity? Shout out to my friends pictured here from the Executive Coaching program at Georgetown University where I was enrolled during one of my first executive roles (Tanvi Pandit-Rajani Shelley Danner Lauren Granite). #WomenInLeadership #GenderEquity #WorkplaceCulture