A growing body of research shows that Americans are experiencing record levels of stress and loneliness, in large part due to the polarization within the nation. The American Psychological Association (APA) recently released results from its Stress in America survey that showed that 62% of adults reported societal division as a significant source of stress in their lives. On top of that, half of adults surveyed reported feeling disconnected from other people, with 54% saying they have felt isolated from others and 50% saying they have lacked companionship often or some of the time. In other words, stress and loneliness are both on the rise. And these are not abstract societal concerns; they affect how people show up to work every single day.
Work has never existed in a bubble, separate from the pressures of the outside world. Employees who are overwhelmed by financial uncertainty, caregiving responsibilities, or social isolation don’t simply switch those feelings off when they walk through the office door or log into Zoom. The stress people carry into the workplace can negatively affect their performance and lead to a less healthy culture overall. And while many organizations have made progress in building awareness around mental health, employee stress levels clearly remain high. Of course, organizations can’t eliminate stress entirely (nor should they; research shows some stress is healthy, as long as people have healthy coping mechanisms in place.)
Organizations can, and should, help employees manage their stress and loneliness. Here are several concreate ways companies can support employees in a more meaningful and impactful way:
Create a culture that is inclusive, kind, and flexible
Employees’ stressors differ widely, from childcare or elder care challenges, to commute frustrations, health issues, or financial pressures. Creating a space where employees can share what is going on in their lives, and having some flexibility to deal with any issues, is one of the most important things an organization can do. For example, this may mean letting employees work the hours that are best for them or not setting parameters around things like sick days. When employees have greater control over how they work, their stress becomes more manageable.
Train managers to recognize stress or loneliness, and to respond skillfully
A supportive manager is one of the strongest predictors of employee well-being. Yet few managers are trained to spot signs of burnout or have confident, empathetic conversations about stress. As part of development efforts, organizations should offer lessons in empathy, managing tough conversations, and how to make appropriate referrals to internal resources.
Build connection intentionally
Loneliness is not about being alone, but rather about lacking meaningful connection. Workplaces can be powerful antidotes to that isolation if they design for it. This includes fostering team rituals or traditions, encouraging collaboration, creating employee-led interest groups, and making space for spontaneous interaction. These don’t have to be elaborate; small, consistent moments of connection often matter more than splashy events.
Provide accessible, stigma-free well-being resources
Make sure your organization not only has some robust employee assistance programs (EAPs), but also communicates about these resources and encourages employees to make use of them. Companies should make sure every employee is aware of these resources; not just told as part of an orientation, but rather as an ongoing effort. Additionally, organizations can promote communications that reinforce the idea that taking advantage of EAP resources are both confidential and encouraged.
Survey your workforce about their stress and loneliness
Too often, these types of questions don’t appear on the traditional employee survey. But getting a better understanding of how stressed your workplace is, and especially where that stress is coming from (home or work), is truly important to make a meaningful difference in combatting this issue.
The broader trend of increased American stress and loneliness isn’t something organizations can fix on their own. But organizations that create environments where people feel recognized, supported, and connected are ultimately helping both their people, and the organization overall, thrive.
