Americans are feeling lonelier than ever, and there are many reasons why: Staying at home during the pandemic led to isolation, social media keeps us away from face-to-face interaction and we live in a country more divided than ever.
But it may shock some to discover that 43% of Americans list “being at work” as the loneliest time of their day, according to a recent study by Berlin Cameron, TheLi.st and BSG. In fact, 79% of white-collar employees have felt lonely because of their jobs last month — and that feeling is more prevalent for younger workers.
Loneliness can lead to dissatisfaction in one’s role and discouragement about career advancement opportunities. Particularly for younger and BIPOC employees, loneliness can also stifle feelings of belonging, making them feel that they cannot be themselves in their workplaces.
People of color are hit especially hard in this area. They’re more likely to feel like they cannot be their authentic selves at work and less likely to feel supported by managers and co-workers.
So what can companies do about it? First, they can identify and empower a group of people called Cultivators. One in three people have the traits of a Cultivator, which include having a solid network of colleagues and friends that they’ve nurtured, jumping at opportunities to collaborate and attending regular company-wide meetings.
In other words, Cultivators show up.
Agencies must not only support their Cultivators, but encourage all employees to build and nurture their networks. Here are a few ways to do so:
Provide opportunities to work together in person — and make those moments count. Whether it’s a shared workspace or an all-hands meeting, create the conditions for meaningful interactions between co-workers.
Encourage empathy, vulnerability and respect. When employees feel seen and heard, they’re more likely to open up and share. The more managers show these qualities, the better relationships they’ll have with their teams.
Nurture collaboration and discourage toxicity. Toxicity can include toxic competition — where one employee’s achievements outweigh those of the team — and toxic resilience — where employees work past what’s healthy. Shift the balance of performance to favor the team, rather than the individual.
Create and foster mentor-mentee relationships. Mentoring provides opportunities for intergenerational friendships that can help younger generations find and refine their community-building toolkit. Put incentives in place, like events or lunches, to help those relationships become longer-lasting. Research shows that older generations are a bit more likely than the younger generations to be Cultivators.
Take a few minutes to check in. Whether it’s at the beginning of a team meeting or in a one-on-one, just asking how people are doing goes a long way.
Encourage both personal and professional development. Offer mental health services and support employees’ interests outside of work. Going the extra mile helps team members feel less isolated.
Jennifer DaSilva is president at Berlin Cameron and executive officer at VML.
