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Social isolation and loneliness have become increasingly prevalent in the modern workforce. Global trends indicate that the growth of hybrid and remote work models, alongside digital communication, has significantly impacted how employees connect with one another. This shift often exacerbates feelings of loneliness, particularly among young professionals and those working remotely.
What are the stakes behind this weakening of social ties at work? How does loneliness impact mental health? What repercussions can it have on businesses? And crucially, how can we act to reverse this trend and combat workplace isolation and loneliness? These are all vital questions in the current climate, which we will address in the following sections.
Workplace isolation can take many forms, which makes it all the more challenging to detect and manage. We can distinguish between three main types of isolation:
Generally, a person who is socially isolated or experiencing loneliness may struggle to interact with colleagues, voluntarily withdraw, avoid social gatherings, show a drop in motivation at work, or even express emotional fatigue.
At the team or even company level, other data and behaviours should be monitored to detect workplace loneliness. A decrease in participation in organized events, a rise in absenteeism, declining productivity, or even overworking are all warning signs whose underlying causes must be understood.
However, a theoretical knowledge of these warning signs is not enough: managers and HR need to be trained on the subject so they can properly identify them and know how to react. It is essential for them to adopt a posture of listening and benevolence, asking open-ended questions, fostering dialogue, and creating a climate of trust that allows the employee to express themselves without fear of judgment. To detect the subtle signs of professional isolation, one must combine daily observation with transparent communication within the team.
If we look at the PERMA model—which focuses on psychological well-being—it highlights just how crucial relationships are to our overall balance, both professionally and privately. Positive relationships are closely linked to positive emotions, engagement, meaning, and accomplishment—the four other pillars of the PERMA model that contribute to individual well-being.
Furthermore, research, including a multi-decade study by the Harvard Medical School, shows that:
Conversely, chronic isolation and loneliness can have a multitude of detrimental effects on physical and mental health. Prolonged solitude creates a feeling of exclusion that fuels stress and anxiety, as the individual feels marginalized, left to face themselves without the support of others they might need. This social disconnection also prevents receiving positive feedback or recognition, which erodes self-esteem.
In a professional setting, this can manifest as chronic anxiety at work, a loss of confidence that leads to self-doubt about one’s skills, demotivation at work, and can even lead to brownout. Professional loneliness is thus unquestionably one of the factors contributing to the decline of mental health at work and deserves close attention to implement effective measures.
Line managers play a key role in combating workplace loneliness. They must not only raise awareness and communicate on the topic but also lead by example and adopt a stance conducive to developing and strengthening team connections.
To prevent isolation, the manager must establish regular and welcoming spaces for exchange. This includes informal times (team coffees, shared lunches, or virtual discussions) that encourage spontaneity and allow colleagues to step outside the strictly professional framework.
Ritualizing these collective moments, even in remote work settings, helps everyone feel included, heard, and recognized beyond purely operational exchanges.
A clear and balanced organization of work time is essential to limit the feeling of isolation. The manager must structure meetings to be useful, interactive, and time-efficient.
Integrating regular team updates, moments of respite, and active listening sessions ensures everyone has a voice and helps detect subtle warning signs. This approach favors a collective dynamic where every employee feels involved in decisions and projects.
HR mechanisms also provide valuable support for spotting loneliness before it takes root. Anonymous barometers, flash polls, or satisfaction surveys offer an objective view of the team climate and feelings.
For employees to want to respond and express themselves honestly, this feedback must be collected anonymously and the surveys need to be engaging (short questionnaire, easy-to-understand questions, attractive design, etc.).By analyzing this data, the manager can anticipate a situation of withdrawal and decide on appropriate corrective actions.
Even if isolation is sometimes imposed by the specific nature of the job or the organization's operating mode, employees remain active players in building and strengthening connections. Here are a few keys and best practices to prevent isolation and loneliness at work.
Despite what people often think, speaking up and sharing your struggles is not a sign of weakness. According to social sciences researcher Brené Brown, this vulnerability is a form of courage that actually helps strengthen relationships: by being authentic and vulnerable, you lay the foundation for a healthy and deep connection.
In a practical professional context, this might involve:
To put this advice into practice, try this exercise: In your next conversation with a trusted friend or colleague, dare to say one sentence that reveals a genuine feeling (e.g., "I felt nervous before that meeting," "I was genuinely touched when you remembered me").
Preventing isolation also requires a personal commitment to being open, demanding varying degrees of effort depending on personality and professional constraints (workload, remote status, regular travel, etc.).
Specifically, this means participating in cross-functional projects, joining internal communities based on your interests (company club, professional network, etc.), and taking part in informal activities, whether in-person or remote. You can even take a proactive step to foster team conviviality, for example, by organizing colleague outings.
Focusing on social ties within the company must be a long-term commitment, part of a broader strategy for worker mental health where human connection is valued above all. This interpersonal connection is indeed one of the keys to happiness at work, positively impacting employee engagement and fulfillment, as well as employer attractiveness, talent retention, and overall performance.
Here are a few ideas for impactful initiatives and tools to support strengthening social ties in your organization.
We now have endless digital solutions to fuel positive employee interaction. For example, companies can implement a corporate social network—a platform accessible to all employees for internal communication, easy collaboration across teams and departments, and building connections even remotely.
There are also team cohesion apps that blend sports challenges, eco-responsible actions, photo contests, messaging, etc., to develop bonds around extra-professional activities and themes.
Other initiatives have also been developed to promote social relationships. One example is the concept of shared third-spaces or community hubs aimed at employees in service professions, particularly those who often work alone or have irregular hours. These dedicated spaces are designed to encourage meetings and exchanges, offering comfortable living areas, well-being services, personalized support, and more, fostering a sense of community outside of the main office.
Another invaluable tool for prioritizing social relationships in your corporate culture is the work well-being solution developed by teale. Targeting HR, management, and employees, it offers solutions for generally addressing mental health at work, but can also be specifically tailored to strengthen interactions and connections between individuals.
This includes running diagnostics to determine the current state of relationships and the social climate within the company, along with providing freely accessible personalized content, group workshops, and collective or individual coaching.
These solutions are designed to support all levels of the company in building a sincere and lasting social connection, by putting people first.
Building and sustaining social connections—both in the workplace and in society at large—is truly a collective effort. Here is the key role each group plays:
In a work environment marked by remote work, digitalization, and increasingly dispersed teams, valuing human connection becomes a key factor for well-being and performance. Fostering social connection not only prevents loneliness and its effects on mental health but also strengthens trust, engagement, and collective creativity.
If you're feeling isolated, the first step is to verbalize your experience during your one-on-one discussions with your manager or HR. It's perfectly acceptable to ask for a clearer rhythm of team rituals, such as regular check-ins and team points, alongside more frequent informal social time. To actively build connections, consider joining a cross-functional project or an internal community that aligns with your interests. Finally, if feelings of isolation or discomfort persist, make sure to seek professional assistance, whether through occupational health services or by accessing available psychological support.
If you're struggling with professional loneliness, you don't have to face it alone. Your first step should be to reach out to your Direct Manager as your immediate resource, followed by the HR Department for confidential advice or organizational support. For issues tied to conflict or specific risks, you can contact Employee Representatives or the dedicated Anti-Harassment/Risk Prevention Officer. For professional and confidential health assistance, leverage your Occupational Health Services (including the Occupational Physician or Work Psychologist) or use your Employee Assistance Program (EAP), if available. For general medical advice and referrals, you can always consult your Primary Care Physician.
To maintain strong team cohesion and combat long-term isolation in a remote setting, companies must be intentional. This requires establishing a clear rhythm of interactions, such as daily check-ins and weekly virtual coffees, complemented by tools like the emotional pulse-check to humanize dialogue. A defined operational framework is also essential, featuring clear SMART goals, explicit communication guidelines, and predictable availability windows. Finally, structured social moments—from random virtual coffees and themed workshops to remote team lunches—must be implemented alongside regular, anonymous surveys to monitor team climate and guide corrective actions.
