Loneliness and Isolation: Dealing with the Side Effects of Remote Work
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The warning signs of isolation in remote employees and strategies for leadership to mitigate this issue
No commute and more flexibility are just two of the benefits fueling the remote work movement—before the forced dynamic due to COVID-19. But a lack of physical interaction and face-to-face communication can lead to feelings of isolation among those working from home.
It’s estimated that 30% of the workforce will be working from home multiple days a week by the end of 2021, so leadership must take ownership of the issue and act to mitigate it. Here are some warning signs of loneliness and isolation, plus some creative strategies to make a remote atmosphere more engaging.
Warning signs of loneliness, depression, and anxiety
20% of remote workers and 60% of freelancers say they struggle with loneliness and depression. Here are some signs to watch out for:
Physical signs such as appearing fatigued, unkempt, and distracted can be signs of depression or high stress levels, especially in employees who usually are well put together and focused.
Extreme reactions to minor hurdles or sudden hyperbolic language use such as, "This is impossible" or "My career is over if…" are usually born out of severe emotional stress that is left unchecked.
An increase in mistakes, missed deadlines, and forgetfulness means employees are distracted, overworked, or unengaged.
People are often hesitant to discuss their mental health needs with their employer, so they make up “legitimate” excuses to take days off. A heightened number of absences may be a sign that an employee needs extra attention.
How employers can help mitigate isolation
1. Make time for personal interactions
Chatting around the water cooler may not seem like a big deal, but you start to miss it when it’s not an option. Those small interactions throughout the day with co-workers help employees build connections with each other, blow off steam, and even form friendships.
As a leader, you have to make time for these interactions from afar. At the most basic level, leave 5 - 10 minutes in your daily meetings for everyone to chat about what's going on outside of work. You can also host virtual happy hours or create small group hangouts every week that allow team members to decompress and get to know each other.
2. Create a safe forum for discussion about loneliness and isolation
95% of employees usually name other reasons like migraines or appointments when they take “mental-health days.” This inability to communicate openly with employees about mental health and the side effects of remote work is detrimental for the employer because managers remain unaware of the work environment's impact.
Meet regularly with the team and individuals on a one-on-one basis to monitor everyone’s status. If you suspect an employee is struggling, one strategy is to approach them from the perspective of job performance with something like, “I noticed you had some trouble with that project, which is unusual for you. Is everything ok?”
Consistently remind them that they can always come to you if they’re struggling. And if they do come to you, listen actively and show compassion. They may not even be looking for you to take action. Sometimes just venting can be enough.
3. Have an in-the-office day
For full-time-remote organizations, having occasional in-person gatherings can help the team connect on a new level. Consider hosting bigger meetings like quarterly or annual kickoffs in person. Leave time for fun so your team can get to know one another, bond, and create memories that will last until the next time they see each other in person.
4. Take ownership
Employers that allow teams to work remotely—or those who are forced into the situation—should take ownership of the side effects this dynamic can have on their employees. This means prioritizing engagement, purpose, and mental health, so team members feel connected to their team despite being miles apart.
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