Perceived isolation in the workplace can have profound effects on an individual’s mental health. Feeling isolated and not belonging can lead to increased stress, anxiety, and depression.
These feelings can be particularly damaging as they often go unnoticed and untreated, leading to a decline in overall well-being. The reality is there is a significant percentage of the population that reports feeling isolated in the workplace. Our research suggests from workplace data that around 20–30% of all employees do not feel socially connected.
The reasons employees feel isolated can vary: language barriers, status, education, mental health, self-confidence, and sexual identification are just a few examples. The term “perceived” means that for the individual, there is some barrier or barriers they believe are preventing them from developing authentic social connections in the workplace.
Isolation and loneliness are not just emotional states; they can have serious physical health implications. Chronic loneliness can lead to a higher risk of cardiovascular disease, a weakened immune system, and even premature death. The lack of social interaction can also contribute to cognitive decline and increase the risk of developing different types of mental illness, from depression to addictive disorders.
Isolation and loneliness for an employee experiencing this reality is emotionally painful and, for them, a legitimate employee crisis. Any type of employee situation that continues to increase the risk of physical or emotional harm is significant and warrants support.
In addition, when an employee feels isolated, their ability to focus and pay attention to detail can be significantly impaired (i.e., distraction). This can lead to mistakes and accidents, putting their safety and the safety of others at risk. Lack of personal commitment, focus, and engagement can also result in decreased productivity and performance, further exacerbating the feeling of not belonging and creating a vicious cycle.
Checklist for signs of isolation and loneliness
Note: Observing the signs listed below does not necessarily mean a person is isolated or lonely. These signs could indicate other issues as well. Only through further inquiry can their true cause be confirmed:
Decreased Engagement: Noticeable withdrawal from team activities and social interactions, which should be confirmed through further inquiry as it may also indicate other issues.
Changes in Behaviour: Sudden changes in mood, irritability, or increased absenteeism, which should be confirmed through further inquiry as it may also indicate other issues.
Decline in Performance: Reduced productivity, frequent mistakes, and lack of attention to detail, which should be confirmed through further inquiry as it may also indicate other issues.
Physical Symptoms: Complaints of headaches, fatigue, or other stress-related symptoms, which should be confirmed through further inquiry as it may also indicate other issues.
Lack of Communication: Minimal participation in meetings and reluctance to share ideas, which should be confirmed through further inquiry as it may also indicate other issues.
Attendance Issues: Frequent tardiness or unexplained absences, which should be confirmed through further inquiry as it may also indicate other issues.
Social Withdrawal: Avoidance of informal gatherings or social events, which should be confirmed through further inquiry as it may also indicate other issues.
Approaching with empathy and non-judgment
When approaching an employee you are concerned about—based on observations of behaviour, peer reports, or the person sharing their experience—it’s important to begin with empathy and without judgment. Start with a simple check-in:
“How are you doing?”
This opens the door for a conversation and shows that you care about their well-being. Follow up with a simple inventory of questions to gauge their level of connection:
- “Who do you work with the most, and how is that relationship?”
- “How do you find your team to work with?”
- “Who is your best friend at work?”
These questions can help establish whether there may be an issue with isolation and if the person is feeling lonely and disconnected.
How to support a person concerned they may be isolated or lonely
When an employee expresses concern about feeling isolated or lonely, it’s important to approach the situation with empathy, non-judgment, and a crisis-ready interventionist approach to help de-escalate the crisis and get on track to finding a solution. Based on screening and evidence that there may be an issue, below are some coaching ideas to support. However, if there is ever a concern about an employee being at risk of harm to themselves or others based on any comments, it is crucial to report this to the appropriate manager or HR to ensure the employer is aware and can take necessary actions.
Acknowledge and Validate Feelings: Start by acknowledging the employee’s feelings. Let them know that their concerns are valid and that you are there to support them. This can help them feel heard and understood.
Identify and Address the Root Cause: Encourage the person to define what they think could be the underlying reasons for their feelings of isolation. This could involve discussing their work environment, workload, or any interpersonal issues they may be facing. The goal is not to engage in a clinical conversation but to help the person understand their barriers and determine who may be able to help them remove them, such as their manager, HR, or external support systems.
Foster Inclusion and Connection: Encourage the person to intentionally participate in team activities and social events. Explain that the rationale is to help them develop new social connections with their colleagues, which can help them feel more included and valued. Simple gestures like inviting them to lunch or a team activity can help get the ball rolling if they are open to this.
Provide Resources and Encourage Professional Support: While non-clinical support is important, when a person is feeling hopeless or unsure what to do, provide resources for professional help. Encourage the employee to seek support from mental health professionals if needed. Providing information about Employee Assistance Programs (EAPs) and other support services can be beneficial.
Encourage Building Relationships and Support Networks: Encourage the employee to explore ways to build relationships in the workplace. Suggest that they reach out to colleagues, join interest groups, or participate in team-building activities. Building a support network can help them feel more connected and valued.
