Venbrook | The Future of Work is Human

The Future of Work is Human

By Alison Myers • 19 Nov 2024 • 3 min read

The world may be more connected than ever, but as many as half — or 166 million Americans — currently experience significant loneliness. Over the past year, 30% of adults in the U.S. reported feelings of loneliness at a minimum of once a week.

Loneliness isn't just a temporary feeling of sadness or isolation but rather a persistent state that can negatively affect the body and mind. The effects often spill over into the workplace, leading to decreased productivity, disconnected teams, lack of collaboration, and lack of innovation.

As leaders in the workplace, we need to be about far more than number crunching and bottom lines. We need to help keep employees healthy so they can be their best selves at work. Nobody thrives in isolation, and a supportive workplace community is the foundation of a truly successful business.

When I discovered that two of my remote team members both live in Indianapolis, I jumped on a call to introduce them and offered to pick up the tab so they could meet for drinks in person. That Friday, they sent me a photo of them together with a lively "We miss you, Lady Myers!" caption. Sometimes, that's all it takes—a little more planning.

Four ways to bring human connection back to your workplace

1. Recognize that loneliness is pervasive.

Let your team know that the loneliness epidemic is touching everyone, and many are struggling to keep it at bay. Even if they aren't, they likely have a child, a spouse, a parent, or a friend who is struggling.

Today, the question is: How can we energize employees if they wake up in their pajamas, walk across the room to their computer, and leave the camera off all day? Acknowledge that total remote work can make it harder to feel seen and validated regularly. Ultimately, you need to lay the groundwork for open communication moving forward. And perhaps a new form of communication is needed.

2. Invest in new resources for managers to better support their teams.

The workplace and environment have evolved, so our communication must adapt. Leaders need to equip managers with resources and tools to support their teams' mental health, stress, and anxiety, extending support to families as well.

Encourage managers to start meetings by saying, "Share two or three words about how you're feeling." This simple request helps bridge personal and professional gaps, fostering connection. When leaders share first, they model vulnerability and openness.

Successful leaders inspire, engage, and provide support rather than just overseeing tasks. By empowering team members and encouraging them to communicate and share, leaders create a more connected and supportive workplace.

3. Prioritize your benefits program.

While mental health resources and employee assistance programs are widely available, stigma often prevents people from using them. Leaders can break down these barriers by openly sharing their own experiences: "I used our company's counseling benefits this weekend, and it was beneficial." This simple act normalizes seeking support.

Managers can integrate wellness into their weekly routines with small, actionable steps. For instance, if your company offers a mental health app, dedicate a few minutes during a team meeting for everyone to download and explore it together.

Another idea is to encourage preparedness: "Take a moment to find your nearest urgent care facility and save its contact information. Share a screenshot in our internal channel so everyone is prepared in case of an emergency." These actions show your commitment to valuing the whole person, not just their productivity.

4. Use open enrollment to your advantage.

Small, consistent changes are often surprisingly effective—and open enrollment is the time to make them. Use your benefits as an access point. Make sure the products and services you offer address the social/emotional needs of employees. Think telehealth, employee assistance programs, funds for gym memberships, health and wellness incentives, dedicated mental health resources, dependent care benefits, pet insurance, and more. Use the open enrollment period to communicate that you're there for them.

When your people thrive, your company thrives.

If a remote or hybrid model seems to be holding back employee connection, remember this: physical distance doesn't have to be a barrier to connection. Think about my team in Indy. There are powerful ways to stay connected.

A connection will lead to better collaboration and communication. Just be human. That's all it takes to bring people together.