Managers and employers play a critical role in creating a positive environment for employees. When people come to work, they are inclined to believe that their employer has a vested interest in their well-being. Social well-being is just one element of overall wellbeing, but when employers make the vitality of their people a priority, employees come to work as their best selves, helping organisations thrive.

The Cigna Group's research shows loneliness is costly for teams. Individuals who are lonely at work can be more likely to seek new jobs, are less productive, and have higher levels of absenteeism.

Employers have a definitive interest in ensuring employees are happy and healthy, bringing their best selves to work every day. How can employers pay more attention to loneliness and implement measures to curb its negative effects?

Here are 5 tips for managers and employers:

• Having a mentor can boost engagement and job satisfaction. For all employees spanning different generations, a mentor, whether it be peer-to-peer or the traditional sense, can lead to increased confidence from this enhanced support. Managers should assign employees who might be on an international assignment to a ‘buddy’ who they can reach out to for support. Employers should consider implementing formal mentorship programs to facilitate these partnerships.
• Adopting preventative mental health solutions for employees leads to better outcomes. This can look like mental health coaching, or as simple as promoting work/life balance. Calm Health discusses how mindfulness practices can benefit employees. Employers can provide access to mindfulness services for employees.
• Regular manager and employee check-ins builds a more genuine relationship between managers and employees. Globally, 49% of those surveyed in our well-being study said their manager cares about their mental health and well-being, indicating that manager perceptions play a role in an individual’s satisfaction at work. Ensuring you are taking an interest in people’s lives outside of work builds trust and shows empathy.
• Professional development opportunities allow employees to develop outside their daily work, leading to an increased sense of purpose. Employee Resource Groups can provide opportunities to take on work outside of their role, giving them development opportunities as well as networking. These groups often organise community service events, panel discussions, or other events that might be of interest.
• Promoting collaboration, inclusion, and open communication within teams helps build relationships. This helps individuals feel connected to their work and the people around them, preventing siloes and creating a feeling of psychological safety.

Managers and employers play a large role in creating a positive environment for employees. When people come to work, they’re inclined to believe that their employer has a vested interest in their well-being. Social well-being is just one element of overall wellbeing, but when employers make the vitality of their people a priority, employees come to work as their best selves, ready to help their organisations thrive.

• 10 Ways Employers Can Combat Workforce Loneliness | Calm Health, Calm Health,
  health.calm.com/resources/blog/10-ways-employers-can-combat-workforce-loneliness/
  Accessed 6 June 2025.

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