Loneliness in our workforces (and what to do about it)
In our last blog, we looked at Gallup’s latest ‘State of the Global Workplace’ report. That concluded that, globally, one in five of our employees reported experiencing a lot of loneliness on the previous day. That number is higher for employees under 35 and goes up to one in four for fully remote workers.
Similarly, Startups.co.uk recently reported on research from productivity platform Slack claiming that 24% of businesses have identified feelings of loneliness and a lack of connection as big challenges they currently face. Meanwhile, AmazingWorkplaces.co.uk have reported on OWL Labs data from 2023 that claims 74% of remote workers experience loneliness or isolation at least sometimes.
However, we know from multiple sources that, since the pandemic, many of our workers prefer remote or hybrid working. HR Moring and TecHR have reported that:
84% of Millennials consider remote work important
27% of Millennials prefer working remotely full-time
over half of Millennials would be willing to switch to a more flexible job even if it meant a pay cut.
66% of Gen Z workers find remote work important
29% of Gen Z workers view it as a necessity
22% of Gen Z prefer a fully remote arrangement
73% favour a hybrid work environment
So, if our younger workers want to work remotely some or all of the time, but loneliness can be a problem for them, how on earth do we keep them happy? And is it really the responsibility of the employer to somehow provide them with the best of both worlds? The simple truth, if we want to attract and retain the top talent, is yes.
Fortunately, this is not an insurmountable problem, and a good internal comms strategy that carefully considers the needs of remote and hybrid workers should be able to mitigate the risk of loneliness or a lack of connection between those populations.
Here are a few basic suggestions from us, for ways to keep your remote workers connected, informed and involved.
Foster regular communication and social interaction
Virtual team meetings: Schedule regular video meetings to maintain face-to-face interaction. This can include daily or weekly check-ins, team-building activities, and virtual coffee breaks.
Use collaboration tools: Employ tools like Slack, Microsoft Teams, or Zoom to facilitate communication and create channels for casual conversations. You could even dedicate channels to specific non-work topics, such as pets, movies, books etc.
Create Opportunities for Social Engagement:
Virtual social events: Organise virtual happy hours, ‘games nights’ (though not necessarily at night!), or themed events to help employees bond outside of work-related discussions.
Mentorship programmes: Establish mentorship or buddy programs to create support networks within your organisation.
Promote mental Health and Wellbeing:
Access to mental health resources: Provide resources such as Employee Assistance Programs (EAPs), access to counselling services, and mental health days, and promote them.
Work-life balance: Encourage employees to take protected breaks, set boundaries, and avoid overworking. Promoting flexible work schedules can help employees manage their personal and professional lives more effectively.
Recognition and Appreciation:
Public acknowledgment: Regularly recognise and celebrate employee achievements and contributions in team meetings and through your internal communication channels.
Tailored rewards: Offer personalised rewards and incentives to show appreciation for employees’ hard work and dedication. These don’t need to be monetary or tangible gifts. Depending on your organisation, dress-down days, extra holidays or early finishes can be great incentives.
Peer-to-peer recognition: Consider implementing a peer-to-peer recognition platform that benefits both recogniser and recognised with a shot-in-the-arm to their morale, motivation and sense of belonging.
Facilitate Professional Development:
Training and development: Provide opportunities for online learning, virtual workshops, and career development programmes to keep employees engaged and motivated. Channels designated to these courses on your comms platforms can also connect the people on these courses, bringing another commonality, and encouraging sharing, networking and peer-to-peer support.
On-the-job learning: Encourage continuous learning and skill development through virtual training sessions and knowledge-sharing activities.
Design an Inclusive Culture:
Inclusive policies: Implement policies that promote diversity, equity, and inclusion to ensure all employees feel valued and supported.
Communicate these policies: Make sure these policies are effectively and regularly communicated so that they are seen and understood by all, including new starters and those without easy or regular access to a screen.
Employee Resource Groups (ERGs): Support ERGs that allow employees to connect, based on shared interests or backgrounds, fostering a sense of community and belonging.
Regular Feedback and Surveys:
Employee surveys: Conduct regular surveys to understand employees’ needs and concerns regarding remote work. Use this feedback to make necessary adjustments to policies and practices.
Open communication channels: Maintain open lines of communication where employees can voice their concerns and suggestions without fear of repercussions. Use a truly interactive and two-way platform like Vevox to really invite and encourage feedback, suggestions, and collaboration.
Read more: How to write your internal comms strategy
In conclusion, we can see that addressing loneliness in remote teams is crucial for maintaining a healthy, productive, and engaged workforce. Proactive employers prioritise regular communications, foster social interactions through virtual events, and promote mental health initiatives. Recognising and appreciating employees' efforts, facilitating professional development, and ensuring an inclusive work culture are also vital strategies. By implementing these measures, organisations can create a supportive remote work environment that mitigates the loneliness that is currently ripping through the workforces of less-prepared employers. They should enhance overall employee wellbeing, thereby ensuring that remote work remains a sustainable option, and positive experience, for all team members. And if you’re not certain that your current offering is fit for purpose and providing adequately for your remote and hybrid teams, we’d heartily recommend a comms health check, and we’d be delighted to do that for you.
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