Unveiling the human side of the worker loneliness crisis

In the ever-evolving landscape of the United States, a wave of societal and economic shifts has cast a profound impact on the lives and wellbeing of workers. We have become less dependent on other people for everyday tasks. We have also become less trusting and more impatient, even in the development of friendships and other relationships. This has left employees feeling more isolated and disconnected than ever before.

Many are at risk of living in a difficult reinforcing loop. The less time we spend with others, the less we trust others, and the less we trust, the less time we want to spend. Trust in and of itself is an important issue. Even if people have a lot of social interactions, if none of those interactions reflect trusted relationships, then the sense of isolation is still strong. We naturally crave trust in all areas of life – personal, family and work. Without it, we do not experience the social support that helps us deal with stress, leading to isolation and loneliness that negatively impact our physical and mental health. This aligns with the World Health Organization’s (WHO) stark warning that loneliness poses a significant threat to global health.

The latest findings from the TELUS Health Mental Health Index (MHI) paint a sobering picture of the state of workers’ mental wellbeing. Despite marginal improvements in recent months, 25% to more than 40% of employees indicate that some aspect of psychological risk exists in their work experience. This includes everything from equity to the handling of harassment and bullying.

The state of mental health

Deteriorating mental health

The MHI score, which peaked at 72 in January 2023, has seen a decline to 70.7 in January 2024. While there have been sporadic upticks, the prevalence of moderate to high mental risk among two-thirds of workers underscores a concerning trend. Anxiety and isolation persist as challenges, reflecting a broader narrative of mental health struggles.

Impact of workplace culture

A notable percentage of workers express lack of support in their work culture, and bias in rewards and recognition. These sentiments directly correlate with diminished mental health and productivity levels, emphasizing the pivotal role of workplace culture in shaping employees’ wellbeing.

High ratings for mental health resources

Despite the recent decline in MHI scores and the palpable impact of workplace culture on mental health and productivity, most employees praise their company’s mental health support infrastructure. A significant majority, 3 in 5 workers, rated the available services with a commendable 4 or 5 on a scale of 1 to 5. Similarly, 52% of workers gave a 4 or 5 rating on their company’s culture around mental health and showed MHI scores 4% to 14% higher than the national average.

Challenges in psychological safety

While there are many positive ratings for mental health resources, concerns linger regarding psychological safety in the workplace. A troubling revelation indicates that one-third of employees harbor uncertainties or inhibitions about speaking openly on issues like bullying, harassment, or conflict, fearing repercussions or retaliation. This cohort, grappling with a lack of perceived protections, experiences MHI scores that are 10% to 14% lower, rendering them 1.5 time to 2 times more susceptible to deteriorating mental health and diminished productivity. Furthermore, 10% of workers express dissatisfaction with the prompt and fair resolution of such issues, resulting in MHI scores plummeting by 14 points and a nearly twofold increase in productivity setbacks due to mental health concerns.

Nurturing strong relationships

An interesting observation unveils the prevalence of inadequate workplace relationships among employees, with nearly two-fifths (37%) lacking trusted connections at work. Notably, younger employees under 40 are 70% more likely to lack trusted relationships compared to their older counterparts. Workers devoid of these vital relationships exhibit MHI scores nearly 19 points lower than their connected peers. This issue also plagues workers beyond the scope of their jobs: 30% lack trusted personal relationships and have MHI scores 25 points lower while feeling five times as isolated as those who do. Once again, younger workers emerge as the demographic most impacted by this relational deficit.

Cultivating a supportive work environment

Employers must adopt a people-first approach to combat loneliness and help employees build strong, trusted relationships. This shift begins at the top with the leader-employee relationship, where managers play a pivotal role in fostering clear and frequent communication, a psychologically safe work environment and showing that they trust their employees.

Simultaneously, cultivating strong peer-to-peer relationships is paramount, instilling confidence in employees to rely on their colleagues as a dependable support system must be strong, too. In an era of dispersed workforces, organizations must proactively implement systems to encourage social connections, bridging the physical and emotional distances that can breed isolation.

Related: Helping employers factor mental health into benefits programs 

Employers can proactively address workplace stressors and bolster mental health through a range of targeted interventions, including:

• Flexible work arrangements
• Training on mental and psychological health
• Peer support culture and recognition
• Tangible support for wellbeing through mental, physical and financial health programs
• Ongoing communication of mental health resources

Creating great experiences

Mental health is a deeply personal journey, impacting people in unique ways. Yet, amidst this diversity, many organizations overlook the holistic wellbeing of their entire workforce, focusing solely on some segments. The key is empowering employees through an engaging environment that nurtures robust relationships and fosters a sense of belonging. True engagement is not a passive state but an ongoing experience that demands deliberate cultivation. While the path may be challenging, it remains a necessary one. Forward-thinking organizations committed to long-term success must proactively prioritize and champion the mental health of every individual within their workplace.

Paula Allen, Global Leader, Research & Client Insights, TELUS Health