Recent research from the UKG Workforce Institute suggests a manager has a more significant impact on an employee's health and wellbeing than their
—and possibly even their partner. This highlights the immense responsibility leaders have in shaping the lives of their team members.
It makes sense. So many of our days, weeks, and months are spent in a work environment, and managers have more day-to-day impact on an employee than HR or the CEO.
This is why managers must know how their employees are feeling and if they’re working well as a team, and to understand how people feel and think about changing work conditions, which are constantly in flux.
Because employees, even the shy ones, are social creatures. So, with the many benefits remote work has on an organisation, isolation can still leave employees feeling lonely.
Loneliness is a growing issue in today’s society, and reported rates of loneliness had increased even before the COVID-19 pandemic—and the workplace is no exception. Employees who feel lonely can experience various negative effects, from decreased productivity to higher stress levels and burnout.
Because we know there is a correlation between loneliness and job satisfaction, HR managers have the power to arm managers with the tools to create a more inclusive and supportive work environment for employees and do their best to avoid loneliness.
From fostering a sense of connection and community to offering flexible work arrangements, let’s look at some practical strategies you can pass on to managers to help them identify and address loneliness among their team members. We'll explore how managers can help employees feel more connected and supported at work.
Awareness is key
It’s important to understand that some employees don’t want to come to work and socialise. Some people just want to get things done and keep their heads above water.
Now, as long as these employees aren’t damaging the team’s morale, rubbing people the wrong way or negatively impacting other employees—that’s fine.
You must identify who these employees are and pass that information down to their managers if they’re not already aware. But just because these employees don’t want to socialise doesn’t mean they can’t be impacted by loneliness and feel isolated.
Managers should be aware that some employee relationships can get complicated when a colleague is put on notice, has a bad performance review or is going to be fired. As a defence mechanism, people can clam up and decide they don’t want to invest in the relationship anymore.
A manager should be aware of those changing social and relationship dynamics. But if they’re not, it’s your job to catch on to those changes and make managers aware that the employee may feel isolated.
Now that you’re aware, let’s look at some practical steps you can implement to help management avoid those feelings of loneliness among employees.
Fostering a connection
Regardless of whether the employee is in the office or remote, encourage managers to address loneliness with an honest employee conversation.
In an in-person environment, when managers walk past an employee's desk, even if there’s plenty on their plate and they’re feeling the stress of their job, encourage them to say hello and have a short conversation. Because when employees see the boss walk past without saying anything, they often think, "Woah, they really don’t care about me”.
And in an online environment, encourage managers to send a kind message like “Hope you have a good day!” And if there’s a specific thing to say to that employee, it can make all the difference to their day.
Ultimately, managers should ask employees what they need to combat loneliness instead of what they think they need and create solutions to combat loneliness together. When a manager embraces ideas from employees, it demonstrates that they want to invest in their team and do their best.
Conclusion
By taking an active role in promoting social connections and well-being, managers can improve their team's overall happiness and productivity and create a more positive and fulfilling work environment for everyone.
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