Niki Avraam’s Post

A staggering 76% of employees report feeling lonely at work, according to Harvard Business Review. And surprisingly, it's not just about remote work. What people get wrong about workplace loneliness: ❌ Working from home is not the biggest problem ❌ Creating team projects is ineffective on it’s own ❌ Feeling lonely isn't personal - it's usually due to workplace culture. What really helps people feel connected: ✅ A workplace where everyone feels welcome ✅ Regular chances to socialise both in person and virtually ✅ A workload that allows for time to bond How Hoogly Can Help: ➡️ Use the Team Wellbeing Index to track loneliness ➡️ Identify colleagues with similar interests and hobbies ➡️ Organise events IRL or Virtual ➡️ Create a personal profile for people to see the real you The cost of ignoring workplace loneliness is too high - decreased productivity, lower engagement, and higher turnover. Ready to transform your workplace relationships? Book a demo with Hoogly today and discover how our platform can help foster connection in your organisation. hoogly.com/demo 💡 We're sharing 30 days of expert tips on strengthening workplace relationships—follow us if you want all the insights! Day 9/30 #WorkplaceCulture #HR #WorkplaceLoneliness

Loneliness at Work: A Silent Challenge for Modern Workplaces 🌟 Loneliness in the workplace is on the rise. As hybrid and remote work reshape workforce dynamics, feelings of isolation have crept into workplace culture. From new hires struggling to integrate to remote employees feeling disconnected, loneliness manifests in many forms, often leading to disengagement and higher turnover rates. 📊 The cost of loneliness is significant. Research links loneliness to reduced productivity, creativity, and job satisfaction. Disengaged employees drive absenteeism and turnover, increasing costs and fracturing team cohesion. For organisations, ignoring loneliness isn’t just a morale issue – it’s a business risk. 💡 What’s driving workplace loneliness? While remote and hybrid work models amplify isolation, deeper issues include poor communication, lack of inclusion, and rigid workplace policies. A culture focused solely on results, without prioritising relationships, leaves employees feeling invisible and undervalued. 🛠️ How can workplaces combat loneliness? Forward-thinking organisations are taking strategic steps to foster connection and belonging: 🔸Volunteering days and interest-based groups encourage camaraderie through shared purpose. 🔸Virtual co-working platforms replicate organic office interactions for remote teams. 🔸Thoughtfully designed physical spaces and structured “anchor days” create opportunities for in-office connection. 🧠 Mental health and leadership are pivotal. Providing access to counselling and mental health workshops reduces stigma and fosters a supportive environment. Managers trained to recognise loneliness and lead with vulnerability create psychological safety, encouraging authentic relationships. 🔄 Feedback and adaptability are key. Organisations must listen to employees through surveys and open forums, ensuring strategies are effective. Acting on this feedback demonstrates genuine commitment to combating loneliness. 🤝 The time to act is now. HR leaders play a crucial role in shaping connected, resilient teams. By prioritising inclusion, empathy, and belonging, businesses can unlock innovation, collaboration, and a thriving culture. #WorkplaceLoneliness #HRLeadership #EmployeeWellbeing #RemoteWork #HybridWork #EmployeeEngagement #MentalHealthMatters

Have you heard of workplace loneliness? Have a closer look ⬇️ Loneliness at work is a growing issue, with a range of factors contributing to it, from the nature of organizational culture to individual employee characteristics. 💡 Organizational culture matters Cultures that prioritize individualism, competition, and performance can inadvertently foster loneliness. A positive, inclusive culture, on the other hand, promotes connection and reduces feelings of isolation. 💡 Remote work's double-edged sword The shift towards remote work has highlighted the need for strong communication and inclusivity. Without adequate support, remote employees might feel disconnected, emphasizing the importance of a culture that keeps everyone in the loop. 💡 Control and contract types play a role Employees' sense of control over their work and their contract type can influence workplace loneliness. Feeling out of sync with one’s job or being on a temporary contract can lead to higher loneliness levels. 💡 The quality of relationships is key The quality of relationships with colleagues and managers significantly impacts loneliness. Positive, supportive interactions are crucial for mitigating feelings of isolation. 💡 Leadership can make a difference Managers' qualities, including compassion and a sense of humor, play a vital role in creating a less lonely work environment. Leadership that values connection can significantly reduce workplace loneliness. #workplace #culture #wellbeing #mentalhealth #hr

Feeling disconnected at work? You’re not alone. I have lived experience here, too. Gallup’s latest data reveals a worrying trend: 20% of workers experience loneliness on a daily basis, with those working remote feeling it the most. Simply pushing for a return to the office isn’t the solution. Instead, we need to enrich our workplace culture and bridge the connection gap. Loneliness at work is closely tied to poor engagement levels. Engaged employees are 64% less likely to feel lonely, highlighting the importance of meaningful connections. Gethin Nadin, Chief Innovation Officer at Benefex and a wellbeing hero of mine, wisely points out that loneliness is more about feeling disconnected than being alone. Ensuring employees feel connected to their work and the company’s mission is key. So, how can we create a more connected and engaged workplace? 1. Boost engagement: Ensure employees feel connected to their work and the company’s mission. 2. Foster high-quality connections: Build a sense of community and operational cohesion, even in remote settings. 3. Utilise data: Conduct surveys to understand who feels lonely and tailor initiatives to address their needs. 4. Empower managers: Train managers to support team cohesion and promote prosocial behaviours. 5. Encourage shared interests: Create spaces for employees to explore common interests, fostering deeper bonds. Are you ready to address workplace loneliness and create a more connected team? Our Conversation Canvas is here to help you. Post inspired by Becky Norman's piece in HRZone. Link in the comments 👇 #JoyfulWorkplaces #EmployeeWellbeing #EmployeeEngagement

Unlocking Productivity: Addressing Presenteeism in the Workplace In today's fast-paced work culture, the pressure to be constantly present can inadvertently hinder productivity and well-being. Presenteeism, the phenomenon of employees being physically present but not fully engaged or productive, is a pervasive issue in many workplaces. But why does presenteeism persist, and what can be done to combat it? Firstly, organizations need to recognize that productivity isn't solely measured by hours logged at the office. It's about the quality of work delivered and the impact created. Encouraging a culture that values output over input can help alleviate the pressure to be present at all times. Moreover, fostering an environment that prioritizes employee well-being is paramount. When employees feel supported and empowered to take care of their physical and mental health, they're more likely to be engaged and productive when they are at work. Flexible work arrangements, such as remote work options or flexible hours, can also play a significant role in mitigating presenteeism. By giving employees the autonomy to manage their time and work in a way that best suits their needs, organizations can promote a healthier work-life balance and reduce burnout. Additionally, providing resources and training to managers on how to recognize and address presenteeism is crucial. They can help create a culture of trust and openness where employees feel comfortable discussing their workload, stressors, and any challenges they may be facing. Ultimately, addressing presenteeism requires a holistic approach that prioritizes both the well-being and productivity of employees. By fostering a culture of trust, flexibility, and support, organizations can unlock the full potential of their workforce and drive sustainable success. Let's start a conversation on how we can create healthier, more productive workplaces together. #Productivity #Wellbeing #WorkplaceCulture

👋 Hello LinkedIn Community,   In today's fast-paced 🌐 work environment, employee loyalty is not just about retaining talent but also about ensuring their mental and physical well-being.   🔹Burnout and stress are becoming increasingly prevalent issues in the workplace. It's crucial to address these to maintain a healthy, productive team.   Here are some strategies we can implement:   • 🔵 Encourage regular breaks: Breaks re-energise the mind and body, boosting creativity and productivity.   • 💚 Promote Work-Life Balance: Flexible working hours or remote working options can help employees manage their time effectively.   • 📚 Continuous Learning Opportunities: Providing opportunities for skill development creates a sense of value among employees.   • 👥 Open Communication Channels: A culture of transparency where employees feel heard reduces stress significantly.   Remember, loyal employees are the backbone of any company. Let’s invest in them with empathy and understanding so that they continue to thrive with us.   Together, let's create workplaces that prioritise people over profits because happy 😊employees lead to successful businesses.   #EmployeeLoyalty #WorkplaceWellness #StressManagement   Feel free to share your thoughts on how we can further improve our workplaces!

The last few conversations with my friends working in corporates about trends and work culture, led me to thinking of the constant adjustments in working environments that we have to make. The pandemic birthed many trends in employee work arrangement that had a major impact on businesses and employee health, safety and one of these trends is hybrid work arrangement. Many discussions were casually had amongst us colleagues about the stress related to managing the work ‘from’ home and work ‘at’ home. Hybrid work arrangement seemed like the perfect amalgamation as it helped with giving employees the flexibility of maintaining connect with colleagues as well as being present for their family and friends. However, hybrid work practices proved as both a productivity boost and a bust. While embracing the flexibility and comfort it also created a number of other challenges causing burnout and stress. Here are ways that can help to manage your productivity in this hybrid set up of working: 1. Establish set routines that work for you 2. Draw clear boundaries between work and personal life 3. Create a dedicated work space 4. Prioritize self-care 5. Take active breaks 6. Seek support As the hybrid working environment presents opportunities and challenges, by proactively managing the stress it creates, employees and corporates can create a thriving workplace. #hybrid #corporate #employeewellness #mentalhealth #workculture #workingwomen#worklifebalance #balance #psychology #employeeassistance#hybridculture

Summary and critique of “We’re Still Lonely at Work” (Harvard Business Review) Constance Noonan Hadley and Sarah L. Wright’s article, We’re Still Lonely at Work, highlights that workplace loneliness remains pervasive, with one in five employees globally feeling isolated. The authors challenge common myths, such as assuming that in-person work or team projects alone can mitigate loneliness. Instead, they argue that loneliness stems not only from individual circumstances but also from organizational structures and culture. Key recommendations for addressing workplace loneliness include: Measuring Loneliness: Use targeted surveys to assess loneliness rather than generic engagement tools. Designing Slack in Workflows: Allow space for informal interactions in the daily rhythm of work. Fostering Connection: Cultivate a workplace culture where meaningful relationships are prioritized. Embedding Social Activities: Organize communal lunches or informal gatherings to encourage interpersonal bonds. The authors emphasize that reducing loneliness isn’t just about well-being—it directly enhances productivity, reduces turnover, and lowers healthcare costs, making it a critical organizational goal. Hadley and Wright provide an important perspective on workplace loneliness, especially as hybrid and remote work arrangements continue to evolve. Their focus on actionable strategies ensures the article has practical relevance for leaders. However, my critique lies in the execution and scalability of their suggestions. While ideas like creating “slack” in workflows and embedding social activities are compelling, they may be challenging to implement in high-pressure industries or roles with rigid deliverables. We also need to delve deeper into how leaders can balance these initiatives with the competing demands of efficiency and performance. While the article emphasizes assessing loneliness through surveys, it provides limited insight into tailoring solutions for diverse organizations. For instance, what works for a tech startup may not translate effectively to a manufacturing plant. Exploring sector-specific strategies would enhance the recommendations’ applicability. We’re Still Lonely at Work sheds light on a critical workplace issue and offers valuable starting points. To create sustained change, however, organizations must adapt these principles to their unique cultural and operational challenges.

Is it possible to boost productivity while keeping employees happy and engaged? Businesses focusing on sustainable productivity find that the answer is a resounding yes. Companies can create an environment where teams and individuals thrive by fostering a supportive culture, offering flexible work options, and prioritizing employee well-being. Start by setting realistic goals. When employees have clear, achievable targets, they’re more motivated and less likely to feel overwhelmed. Encouraging teamwork and recognizing accomplishments also fosters a sense of belonging, enhancing morale and efficiency. Flexibility is another game-changer. Offering remote or hybrid work options allows employees to balance their professional and personal lives, reducing stress and increasing focus. Studies show that people become more engaged and productive when trusted to manage their schedules. Investing in employee well-being is equally impactful. Wellness programs, mental health resources, and structured breaks help maintain a healthy and energized workforce. Businesses prioritizing physical and mental health create a foundation for consistently high performance. Finally, tools that enhance collaboration and time management can make a big difference. Simple strategies like time-blocking or ergonomic workspaces can streamline tasks and keep teams aligned toward shared goals. How do you think businesses can achieve productivity while ensuring employee well-being? Read more: https://lnkd.in/eTbE7CCN #WorkplaceWellness #TeamProductivity #FlexibleWork #EmployeeEngagement #BusinessSuccess #SustainableGrowth

A recent study revealed a staggering statistic: 70% of the global workforce prioritises work-life balance over salary and career advancement. This shift in priorities has significant implications for businesses, and it's crucial to understand how to adapt. What's driving this change? ✅Burnout and stress: The pandemic highlighted the importance of mental and physical well-being, leading many to re-evaluate their priorities. ✅Evolving values: Younger generations value flexibility and personal time more than previous generations. ✅Remote work opportunities: The rise of remote work has blurred the lines between work and personal life, making it easier to achieve balance. What does this mean for businesses? ✔Rethink your employee value proposition: Focus on offering benefits and perks that promote work-life balance, such as flexible work arrangements, generous vacation policies, and wellness programs. ✔Prioritise employee well-being: Invest in initiatives that support mental and physical health, such as stress management workshops and access to mental health resources. ✔Promote a culture of trust and autonomy: Empower employees to manage their own time and workload, fostering a sense of ownership and responsibility. ✔Embrace technology: Utilise tools that facilitate remote work, collaboration, and communication, enabling employees to work efficiently from anywhere. By prioritising work-life balance, businesses can: ☑Attract and retain top talent: In a competitive talent market, offering a healthy work-life balance can be a major differentiator. ☑Boost employee engagement and productivity: Happy and well-rested employees are more engaged and productive. ☑Reduce turnover and absenteeism: Employees who feel valued and supported are less likely to leave or take time off. The future of work is flexible and balanced. Businesses that embrace this shift and prioritise employee well-being will be best positioned to thrive in the years to come. #worklifebalance #futureofwork #employeeengagement #wellbeing #humanresources https://lnkd.in/eVtgi_xx