Workplace Loneliness: What Everyone Gets Wrong & How to Fix It

One in five employees worldwide feels lonely every day, and in the MENA region, it’s one in four employees. On top of that, MENA has one of the lowest employee engagement rates globally. 

Now, think about this… When was the last time you checked in on your fellow coworker or had a meaningful chat beyond work talk? Research shows that feeling connected at work directly impacts performance, retention, and overall well-being.  

So, let’s talk about the reality of workplace loneliness and, more importantly, strategies to help your teams feel truly connected and engaged. 

Workplace loneliness is more common than we think  

You’d think that with all the work updates we have daily – and how instantly available everyone seems – isolation and loneliness wouldn’t be an issue. But as workplaces become increasingly fast-paced, with everyone chasing numbers, it’s easy to forget to actually connect with the people we work with. 

According to Gallup’s State of the Global Workplace Report: 

• 20% of global employees experience daily loneliness 

• In the MENA Region, that number jumps up to 23% 

• Younger employees (under 35) report feeling lonely more often than those over 35 

• Workplace loneliness affects men and women equally, with 20% of both working men and women experiencing it 

But here’s an interesting insight… 

Employed people feel less lonely (20%) than those who are unemployed (32%). This suggests that work itself can provide a sense of belonging and reduce isolation. So, why do one in five employees still feel isolated? 

That’s because it all comes down to how engaged and connected we feel at work. And research shows that’s the most influential factor to prevent loneliness at work. So, let’s take a closer look at the data! 

Turns out engagement is not a buzzword–it’s the cure 

According to Gallup’s latest findings, engagement is the number one factor in combating workplace loneliness—more than any of the other 12 factors they studied. Here’s what they found: 

• Engaged employees are 64% less likely to feel lonely at work 

• When employees feel their opinions count, they’re 39% less lonely 

• Employees who get to use their strengths everyday are 37% less lonely  

Surprisingly, having work friends only reduces loneliness by 21% (way less impactful than feeling engaged!). So, while work besties matter, friendships are not the most important factor to prevent feelings of isolation. 

What’s more, a Harvard Business Review survey found that 39% of people feel a stronger sense of belonging when their coworkers take time to check in on them.  This means a quick “How are you doing?” can go a long way in making someone feel seen. It’s that simple! 

The bottom line is: 

Coworkers don’t have to be a “family” to feel connected at work. An environment where people feel seen by their team members and find meaning in their work—that’s what feeling connected truly means. (That’s also what employee engagement is all about) 

How employee engagement impacts business outcomes 

When employees feel connected to their peers and the organization, they’re more motivated, more productive, and more likely to stick around. Here’s how feeling connected and engaged reflects on business outcomes: 

Engaged teams get more done 

Strong workplace relationships improve collaboration, leading to higher efficiency, better decision-making, and fewer costly mistakes. It’s why highly engaged teams consistently outperform disconnected ones. 

Highly engaged teams are 23% more profitable and outperform their peers in sales performance by 18%. 

Stronger connection = lower turnover  

Employees don’t leave companies; they leave environments where they don’t feel invisible and disconnected, when they’re treated like just another cog in the machine. 

But when real human connections exist in the workplace, people are more likely to stay. They’re not just working for a paycheck; they’re part of something bigger. 

Low-engagement teams experience 18% to 43% higher turnover rates than high-engagement teams. 

Connection supports employees’ wellbeing 

Workplace loneliness can be damaging to both the organization and employees’ health. Employees who feel disconnected are more likely to experience anxiety, stress, and even burnout. 

Actively disengaged employees experience worry at the same rate as unemployed individuals, 52% for both groups. 

On the flip side, when employees feel connected, they’re happier, healthier, and more engaged in the long run. And that’s exactly what every thriving workplace needs. 

Now, let’s talk about how you can actually make that happen! 

4 Steps to fix workplace loneliness & improve connection

Preventing workplace loneliness and building a connected team doesn’t need to be a grand process. It’s all about consistent, meaningful interactions that make people feel seen and valued. Here are simple steps you can start implementing today: 

Lead with openness & empathy 

Connection starts at the top. Leaders set the tone, so train managers to actively listen, recognize emotional cues, and support employees beyond just KPIs and deadlines. 

A simple “How’s your week going?” or acknowledging when someone is struggling makes a huge difference. Encourage leaders and team members to check in on each other regularly, not just about work, but as human beings. 

Make recognition a daily habit 

Feeling appreciated by your coworkers and manager means a lot. Encourage managers and employees to celebrate each other’s wins. 

Whether it’s a simple “thank you” in the group chat or a structured system with shout-outs and rewards, small gestures of appreciation go a long way in making people feel part of a community. 

Make team-building meaningful 

Let’s be honest, forced fun isn’t fun at all. Plan diverse team-building activities that actually resonate with your team, like casual lunch-and-learns, collaborative challenges, or volunteering together for a meaningful cause. The goal? Bring people together in ways that feel natural and enjoyable. 

Create virtual social spaces 

Not every conversation needs to be about work. Give employees a space to connect over shared interests, humor, and everyday moments. 

Set up casual chat channels where people can share memes, discuss hobbies, or plan outings. For hybrid and remote teams, these small moments of pure human interaction can mean everything!