Causes and risk factors of unwanted loneliness in the workplace
Unwanted loneliness at work refers to a feeling of isolation and disconnection that people experience in their work environment, regardless of whether they are physically surrounded by other individuals or not.
This phenomenon generally occurs when people feel they lack meaningful connections or sufficient emotional support within the team or company they are part of.
And, although these concepts are often intertwined, it's important to distinguish between loneliness and isolation in the workplace . The former, it's worth remembering, is a subjective feeling. The latter, on the other hand, relates to how frequently a person interacts with others. Someone can be isolated but not feel lonely, and conversely, they can feel lonely despite constantly interacting with other people.
There are few empirical indicators that characterize the magnitude of the problem. Only recently, and in the United States, companies like Cigna and SyncLX have published the results of surveys conducted with 10,000 workers in that country and 2,000 worldwide, respectively.
Some of the key findings from these labor surveys show that:
- 94% of workers worldwide believe that some of their colleagues experience loneliness at work at least once a month (SyncLX).
- 77% of executive leaders say their team members experience loneliness once a month (SyncLX).
- In the US, 62% of employed adults say they feel lonely at work (Cigna, 2022).
- 79% of young people who have joined the workforce feel lonely, while seniors feel lonely 41% of the time.
- It is estimated that unwanted loneliness in the workplace is linked to absenteeism problems , which cost companies $154 billion annually worldwide (Cigna, 2022).
Factors that contribute to unwanted loneliness in young people
Common causes of unwanted loneliness at work include:
The lack of personal relationships
- When there are few deep or meaningful social interactions with co-workers.
- Poor communication or interaction due to a competitive or distant work environment.
Remote or hybrid work
- The lack of physical contact can make it difficult to build personal bonds.
- Feeling disconnected when working from home or in different locations.
Organizational isolation
- Hierarchical structures that limit open communication.
- Working in solo roles or on independent projects.
Cultural or inclusion issues
- Feeling excluded due to differences in gender, culture, language, or beliefs.
- Absence of an inclusive environment.
Pressure and lack of support
- Excessive workload that hinders socialization.
- Supervisors or colleagues who are not very accessible to provide help or recognition.
But, in addition to these known factors, the third study of the Total Value in Organizations methodology , published in 2024, sheds new light on the conditions conducive to unwanted loneliness:
A recovery of major macroeconomic indicators has occurred during a period that can be defined as a " permacrisis," or an accumulation of events that generate instability and insecurity . The Western economy, and particularly the Spanish economy, is grappling with highly uncertain scenarios, such as wars, inflation, the impact of the climate emergency, and frequent changes in technology and regulation, all of which affect individuals and organizations. According to the National Health System Annual Report of the Ministry of Health, anxiety disorders in Spain increased by 34% between 2020 and 2021 (Heraldo, 2023).
Much of the effort that organizations have had to make to adapt to such changing environments has been borne by their middle managers . In the study by La Red, less than 50% of them feel recognized, listened to, informed, or taken into account when making decisions (La Red, 2024).
Finally, among the 521 people from all sectors and hierarchical levels who made up the study sample, significant levels of frustration (48%), anger (41%), sadness (33%), fear (34%), and apathy (31%) were detected . These negative feelings, according to the reviewed academic literature, can increase the subjective sense of being misunderstood, powerless, and ultimately, isolated within the organization.
Individual risk factors
Academic literature and practical reports indicate a higher risk of unwanted loneliness among certain groups. These are the groups that require the most attention.
Remote workers
Those who are teleworking, or working from remote locations, tend to maintain fewer personal interactions in their daily work (Buffer, 2023)
Newly hired people
By definition, new employees lack connections within the organization that has just welcomed them; they are unfamiliar with their new colleagues and the organizational culture. Without adequate onboarding programs, this can hinder their integration and increase their perception of loneliness (Bauer & Erdogan, 2011).
People belonging to ethnic and cultural minorities
People belonging to ethnic and cultural minorities may also experience exclusion and lack of support if appropriate support procedures are not established (Mor Barak & Levin: 2002).
Administrative and support staff
In some organizations, those who perform administrative and support tasks feel that their contribution is not sufficiently valued. They have fewer opportunities to interact with other people in the organization and may develop feelings of unwanted loneliness (Griffin & Moorhead, 2011).
Employees with family responsibilities
Employees with significant family responsibilities (e.g., caring for dependents) may have less time and energy to nurture their social relationships. Their feelings of loneliness may increase (Greenhaus & Beutell, 1985).
Senior staff
Senior professionals may, on occasion, feel disconnected from their younger colleagues, especially when they perceive that their skills and knowledge are not taken into account in the current work environment (Moen et al., 2017).
People with disabilities
People with disabilities may face various physical and social barriers at work, which can contribute to a greater sense of loneliness and, in the long run, exclusion (Schur et al, 2009).
Women in male-dominated sectors
Empirical evidence shows that women working in predominantly male sectors can feel lonely and isolated for multiple reasons ranging from gender bias to the absence of other female colleagues (Ely & Meyerson, 2000).
This content is part of the practical guide "Unwanted Loneliness in the Workplace" from the "Break the Loneliness" campaign (San Juan de Dios Solidarity).
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