I want to talk about the “P” word again – no, not “Penny”

I love this city (Nottingham).

You may have clocked it if we met in person or we’ve done a video call that I’m not from these shores, even though I’ve been here a fair while now.

I was wandering through town today, near the stunning  Nottingham Trent University buildings and I was thinking about how the “P” word affected the students who started their uni life during those times. The “P” word meaning ‘Pandemic’ of course *she says in a hushed whisper*.

Googling it over a coffee, I found a study by none other than this fine institution back in 2021 that was actually on the impact of said “P” word on Isolation In The Workplace

It revealed that some 31% of workers often or always felt isolated while working from home and noted that although remote work can maintain productivity, the lack of face-to-face interaction had a significant impact on employees’ mental health, which organisations must address when considering long-term remote or hybrid models​.

Fast forward 3 years and it is still a hot topic with my clients when we discuss workplace culture.

  • Remote Work and Lack of In-Person Interaction
  • Digital Fatigue
  • Blurred Work-Life Boundaries
  • Heightened Stress and Mental Health Challenges
  • Onboarding and Inclusion Challenges

and many, many more. 

So, for sure, the Pandemic has created significant challenges to workplace connection but leaders can actively work to combat loneliness by prioritising employee well-being, fostering communication, and building a culture that embraces inclusion, whether in person or remotely.

OK, Penny but how do they do that?

Well, here’s some ideas you might want to consider:

Foster Open Communication and Check-Ins:

Leaders should actively check in on employees’ well-being. Scheduled one-on-one meetings that go beyond task-based conversations can help managers gauge emotional health and address feelings of isolation.

Encourage employees to express how they feel and ask about their workload, stress levels, and social connections.

Promote Mental Health Support:

Offering access to mental health resources, such as counselling services, workshops, or mental health days, can help employees feel supported.

Leaders should destigmatise seeking mental health assistance and create an environment where employees feel safe discussing their well-being.

Encourage Social Connection:

Organise virtual or hybrid social events, such as coffee breaks, happy hours, or team-building activities, to give employees a chance to interact outside of work tasks. These can recreate some of the spontaneous social interactions lost in remote work.

Mentorship or buddy programs can also foster deeper connections among employees, especially for newcomers.

Reinforce Work-Life Balance:

Leaders can encourage employees to set clear boundaries between work and home life by promoting regular work hours, discouraging after-hours communication, and encouraging the use of time off.

Providing flexibility in working hours can allow employees to manage their personal responsibilities, which helps reduce feelings of overwhelm and isolation.

Create Hybrid or In-Person Opportunities:

Where possible, offering hybrid work models can help employees who crave in-person connection feel more engaged. Creating safe opportunities for teams to come together in person, even on a limited basis, can rebuild a sense of community.

For fully remote companies, consider organising periodic in-person retreats or offsite meetings to strengthen team relationships.

Recognise and Celebrate Employee Contributions:

Public recognition of employee efforts, whether through team meetings, newsletters, or digital platforms, can help people feel valued and seen. Feeling appreciated can mitigate loneliness and increase job satisfaction.

Ensure all employees are acknowledged, not just those in highly visible roles, as remote work can make some contributions feel “invisible.”

Rebuild Company Culture:

Leaders should work to redefine and adapt company culture for the post-pandemic reality. Culture is no longer just what happens in the office—it needs to include remote and hybrid dynamics.

Foster a sense of belonging by ensuring that remote employees are included in decision-making, team conversations, and strategic discussions.

PS If you want to take a look at the study by Nottingham Trent University, you can find it here
https://www.ntu.ac.uk/about-us/news/news-articles/2021/11/loneliness-among-key-issues-of-working-from-home