As a doctor obsessed with whole human well-being for more than two decades, I was touched and encouraged to witness another physician, Dr. Vivek Murthy, the U.S. Surgeon General, sounding the alarm on “Our Epidemic of Loneliness and Isolation.”

I watched him tour the country and listened to his interviews in which he shared his own deeply vulnerable stories.

We’re lonely everywhere these days. Many even experience loneliness at work, which for some isolated individuals is the only consistent contact that they have with others.

The Numbers: Loneliness at Work

A 2022 study of over 3,000 American workers by coaching platform BetterUp found that 69 percent of employees were not satisfied with the opportunities for connection in their workplace. This is a very discouraging statistic.

On the flip side, I’m always thrilled to come across novel, hopeful data.

According to Gallup’s State of the Global Workplace 2024 Report, one in five employees worldwide reported experiencing significant loneliness at work. Despite this negative result, their deeper analysis revealed a surprising kernel of potential for change.

Work-Related Factors Associated With Loneliness

First, some other interesting facts from this study:

1. Younger employees (under 35) are more lonely.

This is unfortunate, but also not surprising. The younger one is, the more one relies on technology for connection versus good old-fashioned in-person community. Also, from other research I’ve read, younger, less experienced employees are more at risk for burnout (this ties to the nugget of hope, more on that in a moment).

2. There were no gender differences in loneliness.

The same percentages of working men and women reported loneliness at work. I found this surprising, as I think of women being more socially oriented and connected. Perhaps that’s not the case at work.

3. Job levels had no association with loneliness.

It may not actually be “lonelier at the top.” We’re all in the same boat with this one.

4. Fully remote employees reported the highest levels of loneliness.

Remote workers had a 25 percent rate of experiencing loneliness at work, compared to 21 percent of hybrid workers. On-site workers were dramatically less lonely, at 16 percent.

I’m a reclusive introvert who can relate to remote workers who balk at being forced to come in to work. Perhaps those of us who think we’re better off working from home should reconsider our stance.

Loneliness is a significant physical and mental health risk and increases the probability of early death. A commute, on the other hand, might not actually kill us.

And now, the findings that made my day.

The Connection Between Loneliness and Engagement

Work itself decreases loneliness. Working adults were found to be significantly less lonely (20 percent) than unemployed people (32 percent). This was true across all ages.

And this positive effect gets much stronger as employee engagement rises.

The Gallup report cites another study where engaged employees were an astounding 64 percent less likely to be lonely than those who were not engaged.

Overall engagement had the strongest impact on loneliness, out of 12 individual aspects of engagement studied by Gallup. It mattered more than someone feeling that their opinion counted, and substantially more than whether someone had a “best friend” at work (surprisingly, this was the least impactful of the 12 factors).

This is so hopeful. Leaders can intentionally leverage and maximize this wonderful potential, by focusing on strategies that enhance engagement. When people are more engaged in their work, everyone wins.

According to a summary article from Workleap, on the benefits of employee engagement, engaged employees manage work-related stress better, have reduced risk for burnout, and are more likely to seek support from managers and peers.

In fact, when teaching about burnout, I frequently state that burnout and engagement are on two ends of the same spectrum. The more engaged people are, the less their risk for burnout. And, apparently, the less likely they are to be lonely.

In summary, as stated by Gallup: “If leaders want to address their employees’ loneliness, the best option may be to pursue employee engagement holistically.”

Indeed. Let’s build great workplaces where people feel authentically connected, to their work and to those around them.

More articles on workplace well-being and burnout:

Cultivate Purpose to Protect Against Burnout and Improve Well-Being

If You’re an Extra-Miler, Watch Out for Burnout