Well, it can, of course, refer to people who are physically remote from the rest of their colleagues. But it can also apply to people working in an office, physically alongside their colleagues – but who still feel isolated, not part of the team – maybe, not even welcome.

What are the consequences of workplace isolation?

Studies show that remote workers who feel a sense of disconnection from their team are more likely to quit their jobs when compared to people who work in offices.

But the same problems can occur for office workers.

We have all, at some time or other, started a new job, where we know nobody at first.

Add to that initial, inevitable, sense of isolation, throw in a culture where people are glued to their pc screens, and rather than speaking to colleagues, they have head phones in all of the time, even when they are not taking part in a meeting. There is little time for chit-chat, and when there is downtime, people are scrolling on their phones.

What About Others?

Do you recognise some of those scenarios? Then imagine you’re a new starter, or somebody returning from illness or parental leave, only to find the world is not one you recognise.

Can you hear the non-stop clicking of fingers on keyboards? Do you take lunch – or even tea – breaks together? Probably not. Most offices, even the largest ones, lack a canteen. The best that most offices can offer is a small kitchen, probably without a table at which colleagues can sit and chat.

We are all human

Seem unimportant to you?

Maybe, but we are all humans, and what humans crave most is contact with fellow humans; to know and understand our colleagues. Yes, even to take the time to look at photos of their children, or their dog. All of these things help to build a team, and they also help to make people feel included, valued. And that helps people feel that they can communicate with their colleagues. And guess what? If you can communicate, you can solve problems, discuss creative ideas, and help each other.

So what can you do about it?

Well, start with very simple things. When you have a new starter, make sure that they are introduced properly to their colleagues, and not just with a 10 second “Everyone, this is Juan. Juan, this is everyone”. Make sure that they are included in meetings early on; make time to speak to them properly – even if they are not in your team – so that they feel part of the team.

Get up, walk around, and maybe even approach someone in the kitchen or communal area to offer up a quick, “Hi. How’s it going?”

You might find that they’ve been wanting to speak to someone as well, but were too new or shy to do so.

The importance of human, face-to-face interaction at work cannot be overestimated.

Instead of sending an email, particularly about something that is not straightforward, go and see that person. If you are not in the same office, pick up the phone (you can still use Teams if you prefer, just use it to speak to them!)

Look for opportunities to include everybody, and especially to bring new starters (or returners) into the team. Perhaps you could organise a monthly lunch, or Friday drinks. Bring in some fruit or cake for everyone to share – and send them to those who can’t be in the office, and connect them to the office through Teams. You don’t need to make it a big, formal occasion, but 15 minutes of everybody enjoying a break, making this another opportunity to bring everybody together, and even the shiest person will find somebody to talk to.

And what about remote workers?

According to a Gallup poll of almost 10,000 employed adults in the United States, those who work from home but who also come into the office at least one day per week were found to be the happiest.

This article is not going to tell you what is the best solution for your company – whether it is always in the office, completely remote or a hybrid of the two – you are best placed to work that out.

But if you do have people working remotely – from home, or at a satellite office – don’t forget about them. Be sure to include them in meetings. Invite them to after hours events, even if they might not be able to attend.

When we feel isolated at work, even (perhaps especially) if we’re the leaders, we are less likely to communicate with colleagues, share ideas, or even feel motivated to do our jobs properly.

Let’s finish with a few simple suggestions to help your team – all of it – feel part of the team.

1 Ask people if they feel isolated.

Find the best way for your team – it might be in staff surveys, or in review meetings – whether they feel part of the team, whether they feel they know and can approach others for help. Knowing there’s a problem is the first step to fixing it

2. Lead by example

Small things, such as sending a note of thanks, and encouraging others to do the same, can help colleagues feel valued, but also it can build up connections between them.

If you can do it publicly, make sure you seek a reason to thank or mention a new member of staff. If you have a staff magazine, or blog, make sure they are mentioned in it as soon as possible. Tell a little about them, where they come from, what they do.

And it is up to the senior, more established members of the team to make the first move.

3. Organise events

Not everybody likes these or is able to attend due to various reasons, but try to include everybody when you do hold these. Give plenty of notice where you can, and remember – just because you like golf or go-karting, it does not mean that everybody else does. Be mindful of people’s physical capabilities, their cultural or other factors. Don’t think, however, that this will hugely narrow what you can organise – it won’t. But you don’t want to try and tackle isolation by finding out that you have excluded lots of the team who don’t like football, or are fasting for religious reasons.

4. Think about where people work
How easy is it for the, to attend an event.

5. Hold a pub quiz

If working remotely is a fact of life, then embrace it and use it. Hold a virtual pub quiz – there might be more cheating, but if it’s done in a fun way, it will bring people together.

6. YOU set the culture.

If you’re the boss, remember that you set the culture, and decide if the organisation is welcoming and inclusive. That depends on the way you set things up, but also on your demeanour, and your actions. If you go out of your way to make colleagues feel welcome, valued and able to talk to YOU, then they will feel comfortable, secure and confident – and that means that they are more likely to do a good job. They are also more likely to stay with you, meaning that you don’t need to recruit.

And we all know that happy, stable and confident staff, who you don’t need to keep replacing, are a good thing – not just because that’s the right thing to do, but because it means your business is more productive and more profitable.

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