Loneliness in the workplace is spreading like a virus. The antidote? Human-centered leadership.

Furthermore, recent data shows that loneliness kills. Dr. Vivek Murthy, former US Surgeon General, has stated that loneliness has a similar impact to smoking 15 cigarettes a day. The health consequences of loneliness include diabetes, high blood pressure, coronary heart disease, and strokes.  

Loneliness is growing rapidly in the workplace and is much more prevalent than most people realize. Gallup’s State of the Global Workplace: 2024 Report found that one in five employees worldwide felt lonely. The World Health Organization has set up a Commission on Social Connection to address loneliness as a pressing health threat and a significant issue in the workplace. Research by Dr. Connie Hadley from the Institute for Life at Work in Boston suggests that more than 70% of workers feel lonely at work, leading to side effects such as depression and anxiety.  

It manifests as a chronic condition in which emotional closeness with colleagues feels unattainable, fostering the belief that few people truly understand or support us in times of need. You can be lonely in an open-plan office full of people. 

Despite technological advancements and communication tools, we are hard-wired for human connection. Many organizations are revising their hybrid policy and asking employees to return to the physical office. While the UK government has embraced hybrid working, Amazon has recently mandated that all employees return to the office five days a week. Andy Jassy, the CEO of Amazon, argues that working in the office enhances collaboration, connectivity, and overall well-being. Similarly, Jamie Dimon, the CEO of JPMorgan Chase, is determined to make working from home a thing of the past. Employees at America’s largest lender, alongside other major Wall Street firms like Goldman Sachs, are expected to adhere to a five-day workweek once again.  

But remember, connections are not just about being around others; it’s about building moments that matter. A global Gallup survey revealed that one in two people quit their jobs because of their direct line manager. Leaders can no longer dictate tasks to others in the old-fashioned heroic approach. Instead, line managers must shift into a human-centered leadership approach to connect with their teams with the heart, not just the head. Often, this involves active listening to employees' issues and concerns. 

Leaders need to create micro moments of connectivity. Share your struggles and support one another. Stay humble and praise others for their successes. This is becoming even more important in the face of growing anxieties and ambiguity. Do not let the ‘tyranny of the tangible’ – KPIs and target setting – drive out moments that build relationships.  

Human-centered leadership requires managers to become better coaches who empathize with employees' feelings, ask good questions, and accept personal vulnerabilities. Those who adhere to a ‘command and control’ mindset, relying solely on positional power, will likely struggle with effective collaboration. 

This human-centered approach requires leaders to look out for lonely people. These can be on their team, in the office next door, or in another department. When meeting them, ask, "What do you need?" "How can I help you?" 

Finally, I encourage leaders to take care of themselves and, when noticing signs of loneliness, seek help from others, as they may be experiencing loneliness too. 

In conclusion, the antidote to workplace loneliness lies in human-centered leadership. Leaders can create a more inclusive and supportive work environment by fostering human connections, listening actively, and showing empathy. This enhances employee well-being and drives productivity and success in the long run.