The workplace can help curb the loneliness epidemic. Here’s how

In a 2023 report, the U.S Surgeon General Vivek Murthy made the following statement: “Loneliness and isolation represent profound threats to our health and well-being.” This is a succinct summary of the loneliness epidemic currently plaguing our society—an epidemic that seems to be worsening based on the latest available data.

For me, the workplace—whether the U.S. Navy or corporate—has always been a source of community and structure. Was it perfect? No. Was it a family? No. But I felt engaged and part of a team doing important work. As colleagues, we also collectively shared the highs and lows of our professional lives.

According to a new Gallup mental health study, one in five workers experience feelings of loneliness, and a recent Cigna poll found that the number of U.S. adults who call themselves lonely has climbed to 58% from 46% in 2018.

The average person spends approximately one-third of their life at work, so it’s easy to view the workplace as a catalyst for these feelings of isolation. But what if instead, the workplace can be part of the solution?

Organizations have the power to create relationships, restore trust, and instill a sense of safety and decency that many workers feel has diminished in recent years. But to do that, they need to start fostering a supportive and inclusive work environment, starting at the top.

How can business leaders make meaningful progress in combating the loneliness epidemic and workplace mental health crisis?

1. Establish a people-first leadership mentality

Compassion is a powerful management tool. Approximately 43% of workers worry that disclosing mental health issues will have a negative impact on their employment and career advancement, according to a 2023 survey by the American Psychological Association. These fears prevent them from seeking help that would allow them to bring their best selves to work.

Three years ago, my company launched a mental health awareness campaign called “How Are You, Really?” designed to encourage leaders to pay attention to the emotional well-being of their team members and encourage colleagues to check in on one another in a meaningful way. The program has resulted in companywide conversations on topics such as suicide, depression, and anxiety and thousands of employees accessing counseling and other mental health resources.

Establishing programs like this sets a standard for leadership and promotes a culture where managers put people first. It also normalizes open discussion of mental health in the workplace and encourages employees to prioritize their mental health without fear of negative repercussions.

And for employers, offering this support does not come at the expense of performance. It has been my experience that when managers lead with compassion and ensure that their employees feel seen and supported, high performance follows.

2. Build opportunities for meaningful connection

Employee loneliness and the workplace mental health crisis isn’t a new issue. It has, however, been magnified by the shift to remote work. More than 40% of fully remote workers polled in a survey of working parents by Bright Horizons said they go days without leaving their home. Employees working from home may also be struggling to maintain work-life boundaries and feelings of disconnection from their colleagues.

One way to tackle this is by establishing communities where colleagues can collaborate, share ideas, crowdsource solutions to challenges, and celebrate wins or personal achievements. When we foster opportunities for connection and provide welcoming and inclusive spaces, we help employees bring their best selves to work. This could involve forming groups for young professionals to engage in conversations on challenging work situations, or establishing a community for veterans transitioning from service to the private sector to share and find support for the unique challenges of that phase of life.

Interactions not related to work tasks can also play a critical role by strengthening team bonds and offering opportunities for collaboration. This can take place through virtual coffee meetups, employee resource groups, or technical communities. And for someone who is struggling with intense feelings of isolation, a company culture that prioritizes meaningful connections can have a significant impact.

3. Offer accessible mental health benefits

There are many barriers that prevent people from seeking out professional counseling. The workplace shouldn’t be one of them. Improving access to care, whether through a variety of well-being offerings, medical benefits, or mental health awareness sessions designed to normalize mental health care is one way that companies can support employees.

Providing these resources is essential, but it needs to be alongside a company culture that eliminates the stigma around utilizing them. Recent studies have shown that normalizing the use of mental health support services encourages their use and allows these benefits to have a much more powerful impact. 

Leaders also need to listen to employees and think creatively about nontraditional mental health programs that support employee well-being and alleviate the workplace mental health crisis. These include support resources for employees in caregiver roles or for parents whose children are struggling with mental health challenges. Support for people in these circumstances can significantly alleviate the emotional and logistical burdens that often exacerbate feelings of isolation.

As company leaders navigate the evolving landscape of work, taking a sustained and open approach to combating loneliness is imperative. In an increasingly remote and digital workplace, we must maintain the human connections that contribute to a healthier, happier, and more productive workforce.