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Employee Isolation: At-Risk Roles and Effective HR Strategies

You’d think a packed office or a buzzing factory floor would be the last place someone would feel lonely, right? 

But the truth is, some jobs can be surprisingly isolating, even when you’re surrounded by people. 

And that loneliness doesn’t just affect the individual; it can impact the whole company, hitting productivity, engagement, and even retention rates. 

In this post, we’re digging into why this happens and what HR can do about it. 

We asked HR and business leaders, along with some well-being experts, to tell us which roles are most at risk and to share their top strategies for making those employees feel more connected. 

Read on!

Anne Marie White
Licensed Professional Counselor, Dream Big Counseling and Wellness

Anne Marie White

In my work as a Licensed Professional Counselor, I’ve observed that roles involving extensive data analysis or solitary creative work can lead to employee loneliness.

These roles often require prolonged periods of deep focus in isolation, which can exacerbate feelings of loneliness.

For example, individuals in high-stress creative roles, like copywriters or designers, might experience social disconnect due to their need to immerse deeply in their work without regular social interaction.

To address these challenges, organizations can implement HR strategies that focus on holistic wellness.

Encouraging regular breaks where employees engage in mindfulness or wellness activities can be beneficial.

Implementing structured peer collaboration periods can also help, allowing employees to share ideas and reduce feelings of isolation through community building.

Additionally, creating an environment that values open communication and emotional well-being can positively impact employee morale.

For instance, regular emotional check-ins and providing platforms for employees to voice their experiences foster inclusivity and connection, integral to improving workplace dynamics.

Rachel Eddins
Executive Director, Eddins Counseling Group

Rachel Eddins

From my experience as a therapist and career counselor, roles like remote workers, highly specialized technical positions, and executives often face loneliness, even in busy workplaces.

These roles can be isolating due to limited face-to-face interaction or pressures unique to leadership positions that set them apart from the general workforce.

HR strategies that effectively tackle isolation include fostering community through virtual check-ins and team-building activities.

For instance, creating peer support groups within the company can provide emotional intimacy, which is crucial in combating loneliness, a topic I’ve explored extensively.

Encouraging mentorship and leadership training can also bridge gaps, offering executives a sense of connection and shared experiences, impacting overall morale and productivity.

Brandi Simon
Owner, TX Home Buying Pros

Brandi Simons

One thing that tends to occur in many client-facing roles, especially those under high stress, is a feeling of loneliness.

In our company, we see that real estate agents and sales professionals often feel isolated, and we implement programs like mentorship and regular team-building to create a more inclusive environment; by providing guidance, we aim to build stronger connections within our team.

When professionals face high stress without peers to lean on, it can lead to loneliness, which is why creating opportunities for social interaction promotes a sense of belonging.

Such initiatives help bridge the gap created by physical and emotional distance.

As the owner of TX Home Buying Pros, I’ve worked extensively in real estate and have seen the impact of loneliness on performance and well-being.

My experience in handling complex client interactions has shown me the importance of a connected work community, and I’ve found ways to apply this understanding in my industry, even focusing on aspects like home staging, which requires collaboration to enhance property sales.

Kevin Turpin
Founder & CEO, Weavix

Kevin Turpin

Language barriers can create extreme isolation among workers, particularly frontline workers, in the manufacturing, logistics, service, and construction industries where diverse workforces are common.

While these employees often work alongside others, their inability to communicate leads to disconnection and reduced job satisfaction. 

Organizations can now issue smart radios with real-time translation capabilities to their entire workforce to help overcome language barriers.

These devices enable workers to communicate by automatically converting spoken or typed messages into each user’s preferred language.

Unlike traditional approaches that limit radio access to select members, giving all staff with translation-enabled systems fosters a real sense of belonging, as well as improving operational efficiency, reducing errors, and strengthening safety protocols. 

HR teams should discuss implementing smart radio systems in departments with high language diversity.

Success metrics should track operational KPIs and employee engagement scores, focusing on whether employees feel a sense of belonging and workplace satisfaction among non-native language speakers.

Amanda Carleski
The Efficiency Magician

Amanda Carleski

I have found that roles where you have to wear many hats and are in a role where one has to ‘support’ can be very isolating in my experience.

Many times, these roles are naturally left out of the traditional group activities due to the needs of the business or their client.

Also, roles where the role is designed to be solitary, such as truck drivers, graphic designers, and the like.

Additionally, neurodivergent individuals may have a tough time acclimating to the workplace and may not be able to ‘fit’ organically and may experience employee loneliness. 

In situations like this, HR kind of has to think outside of the box and be inclusive when coming across these situations. Some strategies that I would suggest would include:

– Swag: I know that this may be an unpopular opinion, but being given swag can at least give a quick dopamine rush of feeling included (this doesn’t count if you have to wear it as a uniform though!)

– Mentorship Programs: Having someone on the team who has ‘been there, done that’, and maybe has been in your role previously would help tremendously in feeling included and starve away any loneliness. Giving employees in the program flexibility to meet during work hours to go to lunch/have a 1:1 could do wonders for someone who feels lonely.

– Day of Service: Creating a volunteer program and scheduling various times/days that work around these employees schedules is not only good for the community, but will help employees develop relationships outside of the cubicle.

– Create a community: In this day and age, creating a ‘third space’ is essential for employee growth (and productivity!). Host programs related to work and life and have the employees develop these programs based on their interests.

Zita Chriszto
Clinical Psychologist, Dubai Psychology

Zita Chriszto

There are certain roles in the workplace that are more likely to cause loneliness. These are not necessarily isolated roles either.

For example, executives and senior management roles can experience isolation. Their position, whether intentional or not, creates a hierarchical barrier for others and professional boundaries can limit peer relationships.

There is also a trend towards remote work. Employees who are in different locations or time zones from their teams can struggle with the disconnect.

Another situation that can cause loneliness are those who have specialized technical roles, because they do not have a lot of opportunities to collaborate.

The roles themselves do not cause loneliness, but they do factor in.

Not everyone is affected the same way. Some individuals adapt well and still feel connected with others.

For those who do not, the organization can help address loneliness by creating opportunities for interaction.

Examples of these are mentorship programs or cross-functional or rotational programs.

Charles Berry
Director, Zing Events Ltd

Charles Berry

Certain roles, particularly remote workers, freelancers, and field-based staff, are more prone to loneliness due to limited daily interaction with colleagues.

As co-founder of Zing Events, specialists in enhancing employee engagement and company culture, I’ve seen firsthand how isolation impacts productivity, retention, and morale—issues highlighted in Gallup’s research on disengaged employees. 

Over the past five years, we’ve delivered virtual team building activities for most of the FTSE250, often with briefs focused on boosting engagement and helping remote workers feel appreciated and connected.

HR strategies that work include proactive engagement programs, regular check-ins, and fostering opportunities for informal connection, like virtual team building events.

These initiatives not only combat loneliness but also improve company culture and performance, proving that a connected team is a successful team.

Rachel DeAlto
Communication & Relatability Expert, RachelDeAlto.com

Rachel DeAlto

In my experience, one of the loneliest roles is that of a new leader, especially one promoted to middle management.

They often feel that they are too senior to have friendships with their direct reports, but not quite at the level where they are invited into the inner circle of executives.

Effective strategies include mentorship programs and a focus on professional development – where they can connect with peers at the same level and feel less isolated in their situation.

Sara Bandurian
Operations Supervisor, Online Optimism

Sara Bandurian

At Online Optimism, we’ve noticed that employees in fully remote roles, especially those in management positions and smaller departments, can feel isolated, even within a lively company culture.

To address this, we’ve rolled out several initiatives to engage and connect our employees.

One of our favorites is the Buddy Program, which pairs new full-time hires with someone from a different department to build cross-team relationships right from the start.

We also host a mix of activities like trivia games, department and company happy hours, DEI discussion luncheons, and yoga sessions to bring people together in fun and meaningful ways.

Our weekly company meetings are another key touchpoint, giving us a chance to celebrate wins and check in as a team.

We also use these meetings monthly for departments to present their own updates and industry news, so no one feels out of sync with the bigger picture.

These efforts help ensure our team stays connected, no matter their role or location.

Ruth Rathblott, MSW
Speaker, Author, Expert: Inclusion & Belonging, Ruth Rathblott

Ruth Rathblott, MSW

Loneliness in the workplace is more common than we think.

Senior leaders, remote workers, niche specialists, new hires, and diversity advocates often feel disconnected—not because they’re alone, but because their roles can isolate them emotionally.

As a TEDx speaker and bestselling author, I work with leaders and teams to transform their workplaces by addressing the hidden barriers to connection and belonging.

I know firsthand the toll hiding can take, having spent 25 years in leadership while concealing my own disability.

The solution begins with leadership.

Leaders, often taught to maintain authority and keep emotions at bay, may not have learned the importance of creating space for vulnerability and connection.

But when leaders ‘unhide’—sharing their authentic selves—they pave the way for trust, inclusion, and belonging.

Simple yet powerful practices like intentional check-ins with your teams, storytelling training, and creating space for honest dialogue can transform dynamics.

When paired with mentorship programs and peer networks, these efforts ensure employees feel seen, valued, and part of something bigger.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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