As a society, we stopped smoking.
Which is a good thing, right?
Smoking gives you cancer. And we’re not suggesting in any way that you take up smoking again. But there was one upside to the habit, it was an effortless way to get up and talk to someone.
“Can I use your lighter?” was how you’d approach someone at work, on the street or in a cafe. You’d hang out for a bit, share a few words and have a natter about anything and nothing. At work, it was a way for people to decompress and head outside for some “fresh” air.
Now, going for a coffee in the morning or after lunch has a similar effect. But thanks to the cost of living crisis, most people drink coffee in the office and don’t leave their desks for hours on end. If they have a question, they’ll go to a document to find the answer or send a Slack message—all in the name of ‘productivity’ they say.
What smoking did, as a society, was create a way for people from different departments to interact ubiquitously and randomly. While most collisions were a one-off, some proved serendipitous, spurring new ideas and friendships. Watching other employees interact creates an atmosphere of openness, a sense of ease among otherness, and greater social trust.
Today, people are pretty isolated. We’re lonely. It’s a statistic reported across most demographics regardless of age, gender or income. And our aversion to cancer sticks, coupled with online doom scrolling and AirPods, has left few opportunities for random social interactions.
The good news is that loneliness at work can be reduced by addressing it as a cultural issue, as opposed to just a social problem. While some may socialise and some may not, fostering genuine connections is culturally key. Then you can revisit and introduce wellness programs that promote teamwork, innovation, and overall success.
While there is a clear moral requirement to tackle loneliness, does it stack up in the office?
And is it the responsibility of HR teams to combat this issue?
In this blog, we’ll explore a critical question: is it HR’s role to combat loneliness?
It’s not always a sign of the times, but identifying loneliness is tough, especially when there is a colleague who can hide behind a desk with a smile.
But there are some key signs you can look out for, and it’s important to stay across them so you can deal with employee loneliness early on, or implement guardrails so their colleagues can address it themselves:
‘Pulling a sicky’—being lonely and feeling down can weaken the immune system, but it’s also possible employees are using sick leave to avoid getting out of bed because they don’t want to face the work day.
Withdrawal—they have begun to spend a lot of time alone at work, preferring to eat lunch at their desk or avoid heading out for coffee or a break.
Fudging work—feeling lonely can reduce their motivation to work and be productive. But if an employee is trying to fill in the blanks to appear busy, it’s often a sign that something else is bubbling underneath.
Bad mood—lonely people tend to focus on the negative aspects of their work or life.
Ironically, the World Health Organisation has recently equated the harm of loneliness with smoking fifteen cigarettes a day.
Who would have thought the effects of being lonely are more detrimental than smoking? Because employees without trusted relationships at work are three times more likely to feel isolated, this stark comparison underscores the gravity of the situation and the urgent need for action.
But whose responsibility is it to spearhead the attack on loneliness at work?
The role of HR is changing from people managers to change and transformation managers. Meaning HR are traditionally the custodian of culture and employee well-being, but now have other responsibilities that affect the organisation.
But because it’s a global issue, HR needs to take a step to address loneliness by creating a cultural approach to loneliness, not just a social one.
Meaning HR should equip managers through training to recognise signs of loneliness and to be able to listen and act empathetically to support employees, not just create social initiatives to try and put the fire out.
Help managers engage employees on how communication styles or personality impacts the team. Because loneliness may not register as a critical issue but creating the connections and linkages between loneliness and social isolation back to physical and mental health is critical.
Research is becoming increasingly evident that combating loneliness and fostering meaningful connections should be a core responsibility for HR professionals. It requires a fundamental shift in mindset and a commitment to embedding a culture of connection and belonging throughout the entire organisation, from onboarding to leadership development.
However, this is not merely a matter of implementing isolated social events. Employees who feel connected, valued, and supported are more likely to be engaged, motivated, and committed to their work. The key lies in creating a sense of it in culture by finding purpose through meaningful work, fostering social interaction and building trust through open communication.
Martian Logic has been helping HR teams conquer workplace challenges for years with simple, scalable solutions that let organisations thrive. Our intuitive HRIS facilitates clear communication, streamlined onboarding, and real-time analytics, ensuring leaders can spot signs of disengagement or loneliness early. By centralising everything from employee surveys to performance tracking, Martian Logic helps you foster a genuine sense of community and belonging. Contact us today to discover how Martian Logic can boost engagement, retention, and long-term success.