With adjustments in work formats between hybrid and face-to-face, professionals, whether self-employed or corporate employees, have been able to manage their journey and deliveries with more independence. However, as the mandatory home office that the world was exposed to in 2020 and which is now optional, whether it is at home or in another workplace that does not effectively represent the company or even the workplace itself, has led to people feeling more lonely on increasingly. This is a scenario that has caught the attention of HR and development professionals. In addition, many people shared the same feelings in therapy offices and support groups.
The increase is so great that loneliness is already on the global health risk agenda. Before the Covid 19 pandemic, 61% of respondents to a Cigna survey already felt lonely. These numbers increased when the world’s population had to adapt to a 100% working routine within their homes. Brazil is the country with the most lonely people, data obtained through Research of the Impacts of Covid-19, from the Ipsos Institute.
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Although loneliness is often seen as a personal issue, it is also an organizational issue. Even employees who work regularly in the office can feel lonely. Lonely employees are likely to feel dissatisfied and professionally exhausted. This mismatch affected about eight in 10 employees (82%) according to a 2022 survey of more than 5,000 workers in countries such as Brazil, China, Germany, the UK and the US, conducted by consulting firm EY. 49% of the public surveyed feel lonelier than before the pandemic due to a loss of social identity due to work, a lack of a support network, and a lack of tools for self-knowledge and emotional balance.
Of those polled by EY, 46% said they would quit their jobs because of loneliness. This sentiment was most relevant among Gen Z members at 54% and Millennials at 53%. Generation X and Baby Boomers account for 42% and 31%, respectively.
Also read: How to take care of the mental health of accounting professionals?
The loneliness, anguish, and discomfort that humans feel at perceiving the gap between their social ties that they understand to be important, as well as the quantity and quality of their relationships, has today been identified as a possible side effect of telecommuting. And this lack of connection can be very important when one’s personality needs more time with others, either to become aware of their presence around them in the work environment, or to socialize and exchange daily experiences and information.
However, the reasons that lead an individual to feel lonely are diverse. Many of them already live alone or far from relatives who live outside the main centers or in other countries. Others divorced during the pandemic and had to readjust to new lives both personally and professionally, as well as managing parental custody and other day-to-day issues. There are those who, although they do not live alone, have problems in the relationship with those who share the house. Working from home, in these cases, triggers greater feelings of loneliness and isolation. Working here was probably the main social outlet.
Complaints in psychology offices are diverse. From episodic situations to the onset of depressive processes, in which the patient does not see perspectives and feels increasingly frustrated. In these cases, it is up to the professional to understand in depth what is happening and the factors that have led him or her to feel so lonely that this scenario becomes something almost irreversible.
With flexibility not only in work environments, but in personal routines, it is possible to reduce these feelings by creating new bonds such as sports activity groups, starting new relationships, socializing with friends, travelling, sports and cultural practice, among others. It reduces the distress and discomfort of living in an environment where nothing completes or satisfies that individual.
At the same time, it is necessary with the help of a psychologist or therapist to identify the weaknesses and strengths of this scenario in order to direct the most appropriate treatment so that the person is emotionally strengthened and also learns to live with himself, regardless of his professional routine or his social spheres.
In physical terms, the responsibility lies not only with the employee, but also with the employer, be it small, medium or large. The way leaders step forward to support teams is key, can leave a lasting impact, and is more productive. Close colleagues can also positively influence a person’s career, as well as increase job satisfaction, a sense of belonging, among other positive factors.
One problem that can exacerbate loneliness is the discrepancy between how people think they should feel, especially if they serve on many teams. So in the workplace, the answer to loneliness is not to put people on more teams, which makes it difficult to get past even superficial connections, but to change the way teams are formed.
Relatively simple situations within the management process can be very effective, especially when there are situations of dissatisfaction and loneliness, and of course an impact on productivity: emphasizing teamwork and allowing employees or members of that team to have their say and being able to. To express their ideas, initiatives and even dissatisfaction in order to reach a consensus on positive improvements or modifications together. Encouraging positive, thoughtful feedback and concern for employees’ well-being is another positive path that opens an excellent channel for healthy dialogue, exchange and alignment.
Genuine and emotional gestures are needed, with no focus on productivity. Caring for the team is very important for creating a connection with the members. A good leader doesn’t need to have all the answers or solve all the problems. But mere presence is sufficient for dialogue between the team.
To facilitate communications, leaders need to be transparent with their teams about how they feel personally. When leaders are candid in sharing their own challenges and how they overcome them, it allows them to learn more about their subordinates’ unique situations and health needs. For all these processes, managers of human resources and people development areas are best suited in this management and direction process, both for leaders and managers, as well as for managing employees who present complaints and dissatisfaction with loneliness.
Written by Ana Gabriela Andriani – CRP 06/58907, Psychology Graduated from PUC-SP, MA and PhD from Unicamp, Specialist in Marital and Family Therapy from Northwestern University – USA, Specialized in Brief Psychotherapy from the Psychiatric Institute of the USP School of Medicine and Associate Member of the Brazilian Psychoanalytic Association.
