Preventing Loneliness in Remote Working

Although initially propelled by health and political constraints, remote work legitimately continues to grow and gain attention from media, companies, and politics. Recent studies demonstrate strong benefits to these new types of organizations, like reduced attrition rate, improved performance, and increased employee satisfaction.

However, these shouldn’t hide certain dangers that could befall these systems. Specifically, the loneliness some might feel while working remotely remains one of the primary justifications used by companies to advocate for a return to the office. If associating loneliness with the unique fact of being remote would be a misleading shortcut — many employees felt isolated long before, and collaborative spaces paradoxically contribute to diminishing face-to-face interaction — it would also be naive to turn a blind eye,since: Loneliness remains psychologically and physiologically dangerous. Employees who feel lonely are less productive and more likely to quit. Recent meta-analyses show that, even if the effect is small — and overestimated by popular opinion — loneliness has significantly increased following periods of confinement.

Our research provides insights to answer this question, by identifying three categories of personality traits and motives resulting in a higher feeling of loneliness.

1. Affiliation and Belonging

The first category encompasses dimensions relating to a need for affiliation and belonging. Quite intuitively, employees with a preference for human connection or doing things together (e.g., those who go spontaneously toward others, who want to meet new people at work, and who prefer working as part of a team) report higher levels of loneliness when working from home. Other studies support this result, showing that those with a strong need for affiliation are more subject to stress, anxiety, and loneliness. At the same time, those who are more emotionally stable and who have a preference for solitude have a much more positive experience of remote work.

2. Ability for Abstract Thinking

Individuals with a tendency for self-reflection, self-analysis, and mental time travel — the ability to mentally reconstruct the past or imagine the future — are more successful in managing loneliness and making it a rewarding experience. Studies demonstrate the functional usefulness of nostalgia to strengthen social bonds, increase positive self-regard, generate positive affect, and reduce loneliness. Also, the ability to think about the future is shown to contribute to developing meaning, allowing one to better manage anxiety and loneliness.

3. Recognition in the Workplace

The third group is composed of people with a higher need for recognition (e.g., who need to feel valued and respected within the company, need to be congratulated for their work, and need more feedback) also report higher loneliness while working remotely."

Read the full article on Psychology Today

Reflection: Do you agree with the psychological risks of working remotely, that is highlighted in this article? Is there a risk you would like to add?

#Work #Remote #Risk