Open Mike #1: Loneliness in the Age of Flexible Work: Statistics and Solutions

In the digital age, work flexibility is the #1 issue on the minds of leaders, managers, and employees— especially in light of the Covid-19 pandemic and its inevitable surge in remote work. When we discuss workplace flexibility, we aren’t just talking about where employees complete their work. We’re also referring to when and how. Although there are many benefits to increased workplace flexibility, it’s ushered in a slew of new challenges — namely, loneliness and social isolation.

While Zoom, Slack, and Microsoft Teams can help coworkers stay connected, anyone who’s attended enough video meetings will tell you that the Zoom fatigue gets real. And despite these innovations in tech, people still report feeling socially disconnected. Based on research conducted by organizations like Owl Labs and FlexOS, recent studies shed light on the workplace dynamics and the impact of flexible work on loneliness. For example,

• 72% percent of employees report feeling lonely at least once a month.

• 70% of employees who now work remotely feel lonelier than before they made the switch.

• Hispanics and African Americans face higher rates of workplace loneliness.

• Men report experiencing more feelings of workplace isolation an abandonment than women.

So, what can leaders and managers do to help?

Solutions for Staying Connected

The biggest key to combatting employee loneliness is forming and maintaining a strong support system. Most likely, your more extroverted employees are really missing the social interactions that are built into the office setting by design, such as chatting in the breakroom or going to lunch together — especially if they’re young, single, and trying to meet people in a new city. Because the research is clear: People make friends at work. And while it’s crucial for leaders and managers to find ways to simulate the office setting, that doesn’t mean you should order your employees to return to the office full-time immediately. Many employees value working from home. Instead, your best bet will be to adopt a hybrid model that prioritizes both online and in-person team-building activities. Ideally, remote teams should meet in person at least:

• Once a week if members live in the same city
• Once a month if members live in other states or countries

While these meet-ups should look different for each organization, here are a few ideas to try on for size:

• Extended lunches
• Regular team building activities
• Outings to celebrate work successes
• Bonding through Volunteer Work

Flexibility Is the Future

Whether we like it or not, flexible working arrangements aren’t going anywhere. The organizations that will thrive in the digital-forward future will be the ones who prioritize social connection and employee wellbeing above all else. Even in the digital age, company leaders and managers must consider their human employees first — and technology second.

WORD ON THE STREET

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We’ve all heard the saying, “Pandora’s box has been opened,” but when it comes to chatbots and mental health therapy, I’d say, “Pandora is out of the vault.” This is a complex and evolving issue—using AI, like chatbots or ChatGPT, to help people with emotional distress raises both excitement and concern. A recent article from The Washington Post sheds light on how people are turning to chatbots to navigate their feelings of depression, anxiety, relationship struggles, and loneliness. While some users reported feeling empathy and were satisfied with the advice they received for their personal challenges, mental health professionals are raising red flags.

Yes, chatbots can be helpful in the short term—offering quick responses and even comfort in moments of distress—but I still believe there’s no substitute for a real human connection when it comes to addressing the emotional complexities of being human. We’ve seen this before with mental health apps, which often lack long-term evidence of effectiveness. And let’s not forget the privacy concerns that come with these tools. At the end of the day, we have to remember that companies incorporating chatbots and AI into their business models are ultimately looking to keep you hooked on their products—which, ironically, can contribute to mental health struggles. Just something to think about!\

Tools for Thriving

In The How of Happiness, the author shares a fascinating formula for long-term happiness: 10% environment, 50% genetics, and 40% what we think and do. It’s a reminder that a big piece of our happiness is actually in our control. The book also offers 12 practical actions we can start right now to create the life we want. This is one of those books I revisit every year, a powerful reminder of just how much influence we have over our own happiness.

About Michael Dickerson

Michael Dickerson is the CEO of Dickerson Consulting Group, specializing in stress management, workplace mental health, and employee wellbeing. He is the author of Struggle Well at Work: Positive Mental Health Strategies for a Flourishing Workforce and is a national speaker, trainer, and consultant on employee wellbeing and workplace mental health. Visit website www.dickersoncg.com.

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