A recent study conducted by Reward Gateway, a global leader in employee engagement and HR technology, has shed light on the pervasive issue of loneliness in the UK workforce.
The research reveals that over two-thirds of UK employees do not feel a sense of connection and belonging at work, highlighting the toll that loneliness, disconnect, and isolation are taking on the nation’s workforce.
Startlingly, nearly a quarter of respondents (24%) admitted to often experiencing loneliness at work, painting a concerning picture of workplace culture in the UK.
Surprisingly, it is the Gen Z workers, aged between 18 and 24 years, who are the most affected by workplace loneliness, with a staggering 32 percent feeling isolated.
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This is in stark contrast to people aged 55 and above, among whom only 9 percent reported similar feelings.
Astonishingly, despite these feelings of loneliness, 81 percent of Gen Z workers have a social network at work, the highest percentage among all age groups.
What type of worker is the loneliest?
As the push for a return to the office gains momentum, the study suggests that full-time office workers (26%) are even lonelier than their counterparts who work from home, adopt a hybrid model, or have deskless jobs (25.6%, 21%, 24.6% respectively). These findings challenge the assumption that in-person interactions alone can combat workplace loneliness, indicating that a more comprehensive approach is needed to engage and empower employees.
The impact of loneliness on job performance is substantial, with those who report feeling lonely being only half as likely as their peers to go ‘above and beyond’ for their organisation (16% compared to 30%). Loneliness also contributes to more leaves of absence, as lonely individuals are twice as likely to have taken 10 or more unplanned days off due to poor mental health.
What about the cost-of-living crisis?
The current cost of living crisis appears to be a contributing factor to this sense of disconnect among workers. Those who believe their financial wellbeing needs significant improvement are more than twice as likely to feel lonely compared to those who rate their financial wellbeing as excellent (48% compared to 20%). These individuals also experience higher levels of stress and self-doubt, emphasizing the opportunity for employers to support their workforce through financial wellbeing initiatives.
Recognition for work is identified as a powerful solution to the problem of workplace loneliness. More than half of the surveyed workers (54%) believe that recognition would help them feel more connected, ranking it as the most effective suggestion. Notably, the quality of recognition matters greatly; employees who receive good or excellent reward and recognition are eight times more likely to be happy at work compared to those with poor reward and recognition programs. Furthermore, frequent feelings of loneliness, self-doubt, or burnout are reduced by half when employees are recognised and rewarded adequately.
Nebel Crowhurst, Chief People Officer at Reward Gateway, commented on the findings, saying:
“The cost-of-living crisis is escalating the loneliness epidemic in the UK. Socialising is more expensive. Travel budgets become tighter. And a lot of us are simply focusing on getting through the day.”
Crowhurst continued, “Now, more than ever, workplaces can help people reset the balance – empowering connection both at work and in our personal lives. We should all expect employers to support us through recognising our hard work and providing high-quality rewards that make meaningful experiences and connections more possible.”
“It’s particularly worrying to see that our youngest workers are already feeling isolated in the workplace. This trend doesn’t have to continue. If employers listen to concerns and recognise and reward hard work, they will help Gen Z to feel more connected in the workplace, resulting in a happier and healthier generation leading us into the future.”
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
- Amelia Brand
- Amelia Brand
- Amelia Brand
- Amelia Brand
