The world may be more connected than ever, but as many as half — or 166 million Americans — currently experience
Loneliness isn't just a temporary feeling of sadness or isolation, but rather a persistent state that can
As leaders in the workplace, we need to be about far more than number crunching and bottom lines. We need to help
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Four ways to bring human connection back to your workplace
When I discovered that a pair of my
Here are four tips to get the ball rolling.
1. Recognize that loneliness is pervasive
Let your team know that the loneliness epidemic is touching everyone, and many are struggling to keep it at bay. Even if they aren't, they likely have a child, a spouse, parent or friend who is struggling.
Today the question is: How can we energize employees if they wake up in their pajamas, walk across the room to their computer and leave the camera off all day? Acknowledge that total remote work can make it harder to feel seen and validated regularly. Ultimately, you need to lay the groundwork for open communication moving forward. And perhaps a new form of communication is needed.
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2. Invest in new resources for managers to better support their teams
The workplace and environment have evolved, so our communication must adapt. Leaders need to equip managers with resources and tools to support their teams' mental health, stress and anxiety, extending support to families as well.
Encourage managers to start meetings with, "Share two or three words about how you're feeling." This simple request helps bridge personal and professional gaps, fostering connection. When leaders share first, they model vulnerability and openness.
Successful leaders inspire, engage, and provide support rather than just overseeing tasks. By empowering team members and encouraging them to communicate and share, leaders create a more connected and supportive workplace.
3. Prioritize your benefits program
While mental health resources and employee assistance programs are widely available, stigma often prevents people from using them. Leaders can break down these barriers by openly sharing their own experiences: "I used our company's counseling benefits this weekend, and it was really helpful." This simple act normalizes seeking support.
Managers can integrate wellness into their weekly routines with small, actionable steps. For instance, if your company offers a mental health app, dedicate a few minutes during a team meeting for everyone to download and explore it together.
Another idea is to encourage preparedness: "Take a moment to find your nearest urgent care facility and save its contact information. Share a screenshot in our internal channel so everyone is prepared in case of an emergency." These actions show your commitment to valuing the whole person, not just their productivity.
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4. Use open enrollment to your advantage
It's often the small, consistent changes that are surprisingly effective — and open enrollment is the time to do it. Use your benefits as an access point. Make sure the products and services you offer are addressing the social/emotional needs of employees. Think: telehealth, employee assistance programs, funds for gym memberships, health and wellness incentives, dedicated mental health resources, dependent care benefits, pet insurance and more. Use the open enrollment period to communicate that you're there for them.
When your people thrive, your company thrives. If a remote or hybrid model seems to be holding back employee connection, remember this: Physical distance doesn't have to be a barrier to connection. Think about my team in Indy. There are powerful ways to stay connected.
Connection will lead to better collaboration, communication and connection. Just be human. That's all it takes to bring people together.
