3 Ways to Tackle Team Loneliness
A common misconception about loneliness is that we associate it with social isolation or lack of belonging. In reality, it’s much more complex. Especially for workplaces. And because it’s hard to spot, challenge and address, it’s frequently overlooked as a workplace concern . This is a shame, because organisations are uniquely positioned to effectively combat the negative impacts of loneliness at both an individual and team level. So, in this blog, we’re sharing our learnings for tackling loneliness at work.
#1: Acknowledge the impact that your workplace may have in creating a lonely culture
According to a 2020 study, over half of employees feel alone at work and around 48% feel isolated.
Not only are workplaces not addressing this, they’re often actively contributing to it through intense workloads, more remote working and a lack of structures that could identify and tackle loneliness. Look for key signs of loneliness like: more physical health issues, reduced productivity, instances of anxiety and burnout, decreased decision making abilities and high team turnover. Get tangible evidence and insight by proactively asking employees about their experiences of loneliness at work. Take note of recurring themes.
Review your policies and processes through the lens of loneliness. Ask how each could be negatively contributing to meaningful connection and where there’s room for improvement.
#2: Build connection and belonging into your wellbeing strategy
Aside from the severe individual physical and mental health consequences of loneliness, it can also lead to diminished workplace productivity, weaker team performance, poor decision making, and burnout.
Fostering belonging within teams is a key element of tackling loneliness. Building team belonging is more than developing social connections, it’s about making the whole workforce feel welcomed, safe and included. Actively build belonging and connection into your interview, induction and onboarding process. For example, invite new starters to upcoming team social events, or Employee Resource Groups, so that candidates can meet existing employees from minoritised backgrounds
Make resources widely accessible and consider appointing loneliness champions across the business. Understand the experiences of minoritised workers and get to grips with how dominant cultures may be excluding or isolating them by developing networks or Employee Resource Groups for minoritised individuals to have a safe space to come together authentically. Find moments to bring people together solely for the purpose of curiosity, compassion and connection.
#3. Train leaders to have more meaningful conversations
Only 24% of managers have received some form of training on mental health at work.
Loneliness is a workplace issue that managers can and should be equipped to support. Ask them how comfortable they feel having conversations about mental health. Data shows that where managers’ skills are rated highly by their direct reports, this can dramatically increase psychological safety - a key component of meaningful connection. This year, we led a workshop with Harrods to break down the awkwardness around mental health conversations. In one day, leaders felt better equipped with the tools they need to have confident conversations. It’s a small ask, with big results.
Provide training programmes and regular refreshers, such as Mental Health First Aid, to boost managers’ confidence in talking openly with their teams. Back them up with a robust mental health and wellbeing policy, budget for training and social events, and support services they can signpost employees too (such as an Employee Assistance Programme).
Taking an honest look ‘under the hood’ is never easy but it’s a crucial first step to make change. If you’d support making any of these strategies happen in your organisation, contact suzy@weareutopia.co