Photo by Ron Lach
While social interaction varies between remote, hybrid, and in-person work models, new research from The Conference Board of Canada reveals that an employee’s workplace setting does not directly determine feelings of loneliness or isolation.
“Although remote work affects how employees socialize, it’s not the sole factor shaping workplace connections,” said Susan Black, President and CEO of The Conference Board of Canada. “To truly support employees, we need to recognize the many influences that contribute to workplace loneliness.”
More Than Just Socialization
Remote workers tend to socialize less with colleagues than those in hybrid or in-person roles. However, the study found no significant differences in reported loneliness across these work models. This suggests that workplace loneliness is influenced by more than just time spent socializing or working remotely.
“This research underscores the need for organizations to remain flexible,” said Michelle Wilson, Vice President, People and Communications at Lundbeck Canada. “When employees have control over their schedules, it can significantly enhance their overall well-being and create a healthier workplace environment.”
Key Factors in Workplace Loneliness
One of the biggest contributors to workplace loneliness is autonomy. Employees who have little flexibility in choosing their work schedules, office days, or work models tend to experience more loneliness, while those with greater control feel more connected. Although flexibility benefits all employees, its absence has the greatest negative impact on remote workers.
Leadership and engagement also play a crucial role in reducing workplace loneliness. Employees who feel supported by inclusive and accessible leaders report lower levels of isolation, particularly in remote and hybrid settings. Positive onboarding experiences and opportunities for social interaction—whether virtual or in person—further help mitigate feelings of loneliness.
How Organizations Can Address Workplace Loneliness
To foster a more connected workplace, organizations should focus on:
✔️ Empowering employees with flexible work arrangements.
✔️ Training leaders to be more responsive to employees’ mental health needs.
✔️ Encouraging regular check-ins between managers and employees.
✔️ Providing social opportunities, both online and in-person, to strengthen workplace connections.
This research was supported by Desjardins Insurance and Lundbeck Canada.
