Loneliness is threatening our physical health, our well-being, and our livelihood.
Our analysis found distinct groups at both ends of the loneliness spectrum: the who’s who of loneliness, so to speak, as well as their more fortunate counterparts, the “unlonely.” Our data also yielded concrete insights for ways to tackle workplace loneliness that end up helping both your employees — and your company’s bottom line.Workers in our sample reported many of the same troubling side effects of loneliness that others have already.
Respondents who worked in a for-profit industry reported feeling the least lonely and most supported out of all the employment sectors. Government employees were lonelier than for-profit and nonprofit workers, and reported slightly lower levels of social support on the job. This fact might help to explainThe biggest differentiators on the spectrum of loneliness showed up in specific demographic profiles.
has been given recently to sexual orientation in inclusivity initiatives, these results suggest there’s still much to be done in this area.The portrait of loneliness that emerged from this study is sobering. America’s loneliest workers are single and childless. They are well educated, with doctors and lawyers feeling loneliest of all. They are more likely to work for the government. Most personally, America’s loneliest workers are non-heterosexual, and non-religious.
emphasizes the value of “leading from every lunch seat.” Leadership entails identifying and sharing meaning no matter what one’s role in an organization. Helping others find the meaning in their own workOur survey found that this approach translates into demonstrable improvements on key human resources metrics.
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