The Work Connection Deficit And How To Fix It
- Dr. CK Bray
- 3 hours ago
- 2 min read
The Hidden Cost of Disconnection at Work
I recently came across an article in Harvard Business Review(Nov Dec 2024), written by Constance Noonan Hadley and Sarah L. Wright, that hit me hard. It was not about strategy, technology, or financial performance. It was about something we almost never talk about in the workplace: loneliness.
Think about that for a moment. In an era of constant connectivity with Slack messages, Zoom calls, and emails firing off at all hours, many employees still feel profoundly disconnected. Research shows nearly 1 in 5 workers report feeling lonely at work, and the cost is not just emotional. (I personally think the numbers are higher than that). Loneliness erodes collaboration, drains performance, and undercuts engagement.
Why Loneliness Persists
Most organizations assume proximity solves the problem. Bring people back to the office, assign them to teams, and schedule more meetings. But the research and lived experience tell a different story. Loneliness is not about physical presence. It is about meaningful connection. If employees feel unseen, unheard, or excluded, being in the same room does not change much.
The Organizational Blind Spot
What makes this issue particularly challenging is that loneliness is often perceived as a personal issue. But the truth is, it is an organizational one. Culture, structure, and leadership behaviors all play a role in whether people feel like they belong. And when belonging is missing, so is performance.
Companies that fail to address loneliness end up with disengaged teams, higher turnover, and missed opportunities for innovation. On the flip side, organizations that invest in building genuine connections create not only healthier workplaces but also more resilient and high-performing ones.
What Leaders Can Do
So, what does it look like to take action? It starts with recognizing that belonging is not a side benefit. It is a performance driver. Three specific activities were found to be most beneficial for building connection. They are easy to execute, don't take a long time, yet build a feeling of connection and belonging.
Communal lunches (even if it is only 1/2 hour)
Meetings that devote some time to personal chitchat
Happy Hours (especially if they start at 4 pm!)
The key is to hold them regularly. Yes, people will have the feeling they don't want to go, but like most events in life, you are sure glad you went after it is over.
Why This Matters Now
As organizations push through rapid change, mergers, and hybrid work models, the risk of disconnection is greater than ever. And yet, this is also a moment of opportunity. Leaders who intentionally design for connection will unlock creativity, engagement, and loyalty that cannot be replicated by perks or paychecks alone.
If this topic resonates with you, I dive deeper into it in my latest podcast episode 598 where I explore not just the research but practical ways leaders and teams can build cultures of connection. You will learn everything you need to know in 15 minutes!
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