How employers can help their staff with loneliness at work?

This year, Loneliness Awareness Week will take place between 12 – 18 June. According to the ‘Loneliness at Work Report’ conducted by the British Red Cross, 1 in 10 workers often feel lonely at work, while nearly half of workers admitted to feeling lonely at work some of the time. Katy Parkinson, senior associate solicitor and Ben Foulds, trainee solicitor from our employment law team discuss the significance of this issue and the need for employers to take proactive measures.

What is loneliness at work?

Workplace loneliness refers to an individual feeling disengaged and disconnected from their work and colleagues. Key indicators of loneliness at work are feelings such as a lack of companionship, having no one to talk to, feeling left out, and isolation from others.

Who is at risk of experiencing loneliness at work?

While anyone can experience feelings of loneliness at work, certain groups are more susceptible. Extensive research has shown that the following groups are at a higher risk:

• Younger adults – One in five of those aged 18-29 reported that they felt lonely ‘often or always’ compared to 12 per cent of those aged 30-54 and 8 per cent of those aged 55 and over.
• Senior Managers – 1 in 3 senior managers experience general loneliness ‘often or always’, compared to only 10 per cent of junior managers, and 8 per cent of non-managers.
• Disabled workers and those with long-term health conditions – 1 in 4 of workers in this category experience general loneliness ‘often or always’.
• Workers from minoritised ethnic groups – workers from minoritised ethnic groups are significantly more likely than white workers to feel that they ‘often or always’ have no one to talk to at work (13 per cent compared to 9 per cent).

How does home working affect loneliness?

The research indicates that remote workers do not necessarily experience higher levels of loneliness compared to those working on-site, as contact with work colleagues alone is not enough to prevent loneliness. Still, it is the quality of those relationships that is key.

On-site workers are almost twice as likely to develop meaningful relationships with colleagues. For example, 84 per cent of on-site workers feel close to their colleagues, compared to only 44 per cent of remote workers. Resultantly, 36 per cent of remote workers express a desire for more opportunities to build relationships during working hours, compared to 22 per cent of on-site workers. A study by People Management revealed that nearly three-quarters of office workers believe their employers should do more to address loneliness among those working flexibly.

How does loneliness affect business?

Loneliness at work impacts business in three main ways:

• Reduced employee engagement: Loneliness negatively impacts employees’ reasoning and decision-making abilities, resulting in decreased productivity. Engaged employees, on the other hand, have been found to be 22 per cent more productive than their disengaged counterparts.
• Increased employee turnover: Loneliness leads to unhappiness and unhappy employees are more likely to leave their jobs, leading to increased costs for employers who must find, hire, and train replacements.
• Negative effects on health and wellbeing: Research suggests that employees experiencing loneliness at work are more likely to suffer from stress-related absenteeism, adversely affecting their overall health and wellbeing.

Recommendations for employers

 Currently, loneliness costs UK employers an estimated £2.5 billion annually. By addressing this issue, employers can improve the overall productivity and success of their business. Below are some suggestions as to how employers can combat loneliness in the workplace:

Culture

Employers can destigmatise the issue, by raising awareness of loneliness and creating a culture where it is openly discussed. Management must ensure that collaboration and connectedness are promoted throughout the organisation.

Dedicated champions

Place dedicated champions who are trained to alleviate loneliness in the workplace. Establish a network of contacts capable of recognising signs, particularly for remote workers, who can support colleagues that may feel uncomfortable approaching management directly.

Training

Ensure that managers are equipped to handle emotional conversations and incorporate detection of loneliness into their key responsibilities. Provide them with support and training, to enable them to identify risk factors in employees, establish clear boundaries, and signpost employees towards sources of support and guidance.

Encourage social interaction

Foster a culture that encourages social interaction among employees by promoting open communication and collaboration within teams and across departments. Implement strategies like team-building activities, regular team lunches, or social events during and outside of working hours to facilitate connections and meaningful relationships. Offer opportunities for informal non-work-based encounters for remote workers.

Create a supportive work environment

Establish a supportive work environment to reduce feelings of isolation. Encourage approachability and empathy in supervisors and managers, ensuring employees feel comfortable discussing concerns. Cultivate an environment of inclusivity and respect, where everyone feels valued and included. Implement policies that address work-life balance and offer flexibility when possible, such as flexible working hours or remote working options.

Implement mentoring programmes

Loneliness can be particularly prevalent among new employees or those who may feel disconnected from the larger organisation. Pair new employees with more experienced colleagues who can offer guidance, support, and friendship.

Promote wellbeing initiatives

Invest in employee wellbeing. Conduct welfare checks and consider implementing programs or activities focusing on mental health, like mindfulness sessions, stress management workshops, or employee assistance programs.

Encourage community engagement

Provide opportunities for employees to participate in volunteer activities or community engagement initiatives. Organise team volunteering events or offer paid time off for charitable work. These activities promote team bonding and a connection with the broader community that have been proven to combat loneliness.

Evaluate

Regularly evaluate the effectiveness of your strategies. Conduct anonymous surveys or hold focus groups to gauge employee satisfaction and gather feedback on areas that need improvement. Actively listen to employees’ concerns and be willing to adjust policies or programs accordingly.

Recognising the growing importance of employee wellbeing, especially in the post-pandemic workplace, employers should consider addressing issues related to loneliness. Neglecting these concerns can result in losing valuable personnel due to mental and physical health issues. However, by combatting loneliness among staff, employers can create a happier, more resilient, and ultimately more productive workforce. If you would like to create a wellbeing initiative for your team then please contact our Employment Law team on 01772 258 321.