The introduction of hybrid work arrangements has meant many more employees are now experiencing loneliness at work. The physical separation of people during the early months of the pandemic started to take its toll as experiences of loneliness at work became more commonplace.

It’s time we got serious about discussing loneliness in the workplace.

Many of us experienced heightened loneliness when we were forced to stay within the four walls of our homes. The lingering impacts have caused a fundamental shift in people’s social habits. Microsoft’s 2022 Work Trends Index found that 55 per cent of hybrid workers and 50 per cent of fully remote workers feel lonely. The research found that people find digital interactions challenging or cumbersome, and this leads to shallow or tactical social interactions.

Real connections often occur during incidental, in-person moments of communication, such as a random chat or noticing your colleague is struggling. Loneliness at work can impact employees’ ability to concentrate, their performance and organisational commitment, and their ability to emotionally regulate themselves. Our colleagues make all the difference

People felt lonelier when working remotely than in the office, but felt more comfortable speaking to a peer about things that aren’t going so well. When people meet in person, they have access to more social cues and create a deeper memory of them. While some people are concerned that new ways of working could lead to a generation of employees who are unable to form deep social connections.

When working remotely, we often feel the need to be head down and meet our targets. We don’t find the time for a lunch break, let alone a casual chat with a colleague. Employers need to encourage employees to reach out to their peers and offer or seek support.

Organisations need to set up specific programs targeted at at-risk employees, such as those exiting the workforce. These programs include events, competitions, dinners and excursions. We need to think about how work is designed, and how it can help people build networks. Offering employees more autonomy is good for the organisation and their health. It also shows the employer cares about them and wants them to thrive and flourish.