The Impact of Loneliness on the Workplace
Loneliness in the workplace isn’t just about being physically isolated. It manifests as a feeling of not being recognised, appreciated, or valued—emotionally cut off from the core of the organisation. Research shows that loneliness can be as damaging as smoking 15 cigarettes day¹. Now think about the impact of that on employee performance and mental health. Employees who feel lonely are more likely to disengage, lack motivation, and burn out.
For example, a study by Cigna found that nearly half of Americans report sometimes or always feeling alone or left out². This loneliness can lead to decreased productivity and higher turnover rates.
So why is this happening? It often starts at the top. Leadership that focuses solely on tasks and performance metrics, without investing in genuine human connection, is missing the bigger picture.
Leadership as the Catalyst for Connection
True leadership isn’t about controlling outcomes, it’s about creating environments where people feel seen and heard. Leaders need to understand that their words, actions, and even their silence can either foster connection or deepen isolation. Acknowledgement is the simplest, yet most underutilised tool in a leader’s toolkit. When leaders take time to recognise the contributions of their employees—not just in big moments, but in the small, everyday efforts—it fosters a sense of belonging. People want to know they matter. Appreciation doesn’t need to be grand or formal; it needs to be consistent, sincere, and visible.
For instance, at Google, managers are encouraged to regularly acknowledge their team members’ efforts, which has been shown to improve team morale and productivity³.
The Role of Speaking Straight
Honest communication is at the heart of strong leadership, but it’s not just about transparency. It’s about having the courage to engage in real conversations that cut through surface-level exchanges. Leaders who practice “speaking straight” are those who actively listen and respond with authenticity. They create an environment where employees feel safe to express themselves, knowing that their thoughts won’t just be heard but valued.
Resources
¹: Holt-Lunstad, J., Smith, T. B., & Layton, J. B. (2010). Social Relationships and Mortality Risk: A
Meta-analytic Review. *PLoS Medicine*.
²: Cigna. (2018). U.S. Loneliness Index.
³: Gallup. (2017). State of the American Workplace.
⁴: Brown, B. (2018). *Dare to Lead: Brave Work. Tough Conversations. Whole Hearts.*
⁵: Buckingham, M., & Goodall, A. (2019). *Nine Lies About Work: A Freethinking Leader’s Guide to
the Real World*.
For example, Brené Brown, in her book *Dare to Lead*, emphasises the importance of vulnerability and honest conversations in building trust within teams⁴.
It’s worth asking yourself: Are you having the tough conversations with your team, or are you skirting around the edges? Do your people feel comfortable speaking up, or are they left to retreat into their loneliness?
Appreciation as a Leadership Practice
Appreciation is more than just a “thank you” in passing. It’s about making people feel valued and
respected for who they are, not just for what they do. Leaders who prioritise appreciation help to
bridge the gap between feeling isolated and feeling part of something greater.
And this doesn’t have to take hours of a leader’s time—it’s about creating rituals of recognition. It can be as simple as starting meetings by highlighting the small wins, sending a personal note of thanks, or making it a point to publicly acknowledge effort. When leaders lead with appreciation, they set a standardthat ripples across the organisation. People start acknowledging one another, and soon, you’ve
shifted the culture from one of isolation to one of connection.
For example, at Z appos, a culture of appreciation is cultivated through regular shout-outs and
recognition programs, which has significantly contributed to their high employee satisfaction
rates⁵.