“ We live in the most technologically connected age in the history of civilization, yet rates of loneliness have doubled since the 1980’s….”

–Vivek Murphy
Admiral, USPHS, 19th Surgeon General Of The United States,
(2014-2017)

Technology Enabled, but Socially Isolated

We are connected 24/7 through our devices (phones, laptops, wearables) and social media accounts (such as FaceBook, Linked In, Twitter, and Instagram). Despite our connection through technology, many of us still feel isolated and alone. A recent Cigna study revealed rates of loneliness are higher than ever before. The same study found that three in five Americans (61%) report feeling lonely in 2019, compared to more than half (54%) in 2018.

Social Connection and Well-being

Social connections are important for our overall well-being. Feeling a sense of belonging and being connected to family and friends is important for our health, happiness and sense of purpose. Social connection refers to the ways in which one can connect to others physically, behaviorally, cognitively, and emotionally. Social connection is made up of three major components:

• Structural support or the physical or behavioral presence of relationships in our lives (eg, size of social network, marital status, living alone, frequency of social contact);
• Functional support or the resources or functions our relationships provide or that we cognitively perceived to be available (eg, perceived or received support, loneliness); and
• Quality support or the positive and negative emotional nature of our relationships (eg, relationship satisfaction, conflict, strain). The structure, functions, and quality of social relationships each predict the health risk or the health protective effect associated with social connections.

Social Connection and Health

Health related research links social connections with physical, and emotional health as well as cognitive functioning. People who have stronger social networks are happier, less anxious, and less likely to be depressed. However, individuals who report fewer, or poor-quality social connections are higher risk for illness. Loneliness and isolation are health risks. Social isolation is “the absence or infrequent contact with others” (or structural supports deficit), while loneliness refers to “the subjective perception of being alone” (or functional support deficit). Recent studies found that social isolation as a risk factor was similar to smoking 15 cigarettes a day; and a greater risk than sedentary lifestyle, alcoholism or obesity.

Social Connection at Work

We spend a significant amount of our waking time at work, which is why social well-being is so important at the workplace. Positive social interactions at work can play an essential role in our wellbeing, and engagement. Based on a 2017 Gallup survey, close work friendships boost employee satisfaction by 50%, while people with a ‘best friend’ at work are seven times more likely to be fully engaged in their work. Employees with stronger social connections at work report greater job and life satisfaction.(Cigna, 2020). At an organizational level, companies with higher employee engagement report lower business costs, improved performance outcomes, lower staff turnover and absenteeism, and fewer safety incidents (Gallup, 2015).

Creating Meaningful Connections at Work

Innovative organizations are looking for ways to boost their focus on social well-being in the workplace. Here are some ideas you can use to create a culture and work environment which supports meaningful connections at the workplace:

1. Include remote and hard to reach employees in team events and meetings. Ideally, employees should be invited to provide input in how they’d like to participate, to ensure all participants feel they have the opportunity to share their ideas.
2. Create opportunities for face to face/in-person interaction. If face-to face is impossible, set regular virtual one-on-ones. Personal interaction, eye contact, and being able to interpret voice tone, and body language is important to understanding employee engagement.
3. Set aside time some time for coworkers and teams to connect. Include networking time and some non-structured time in planning sessions and in meetings so employees have the opportunity to share interests and experiences. Allow for participants to discover commonalities and to relate to each other. Well-being programs are a great place to initiate these “opportunities to connect”.
4. Supervisors and managers should make attempts to minimize negative interactions between employees. Encouraging mediation and resolution of disputes or differences early on in team member relationships builds a culture of open communication and trust.
5. Leaders should model and promote an environment of inclusivity and positivity. If leaders set the tone for the culture, employees are more likely to follow.