From Isolation to Inclusion: The New Strategies Leaders Must Embrace

In my upcoming book, The People Dividend: Leadership Strategies for Unlocking Potential (November 2024), I describe the thoughts we all experience when, at work, we feel like our behaviors are robotic or that we are just a cog in the machine. While this isn't new and perhaps has been with us since industrialization and Taylorism, the sense of connection and belonging is disappearing for many at work. The consequences are rampant: lower customer satisfaction, declining employee engagement, and reduced profitability.

Sociologists refer to this phenomenon as anomie. Anomie is defined by the breakdown of social bonds and a sense of aimlessness and disconnection among employees. To some extent, remote work exacerbates these conditions, making the managerial tasks of establishing trust, cultivating camaraderie, and generating meaningful outcomes no less challenging.

My colleague, Nicole C. Jackson, MBA, MS, and PhD, and I delivered the well-reviewed workshop, Building Cultures of Inclusion: Linking Psychological Safety to The Five Cs of Storytelling and Identity Construction Through Cross-Generational Experiences, at the SHRM NorCal Conference in San Francisco. During the lively workshop, the topic of anomie and workplace isolation sparked a lively discussion among attendees. Many voiced concerns over the noticeable decline in interpersonal interactions that once formed the bedrock of their company cultures. Participants described that with more employees working from home, traditional workplace dynamics shifted dramatically, contributing to a decreased sense of community. And, as I added, we are verging closer to the four-day work week and an expanded gig economy.

Anomie arises when there is a disconnect between what individuals need and the norms set by the organization. Consider the case of Tom, the VP of Engineering at a rapidly growing tech firm. When Tom first joined the company, he was energized by its "Bay Area culture" and the open lines of communication. He felt a sense of purpose he hadn't experienced since earlier in his career. With a lot of luck and a great product, the company expanded. It was acquired, and remote work became the norm in the new organization. Tom, retained by the successor, felt disconnected. The fluid interactions that once sparked camaraderie were replaced by scheduled Zoom and Teams calls, which often felt impersonal and rushed.

With the acquiring company's goals shifting towards aggressive scaling, Tom found it increasingly more work to get on board. The shared values that once bonded him with his colleagues seemed to fade away. Tom felt isolated and demotivated. He missed the meaningful connections and shared aspirations he had previously experienced. Tom came to me for coaching at a career crossroads.

To address these challenges, organizations must actively foster an environment that prioritizes connection and communal values. Regular team development activities, both virtually and in-person, can help bridge the gap brought by physical distance. Establishing clear communication channels and promoting open feedback can empower and fuel engagement.

Leadership plays a critical role in combating workplace anomie and isolation. It doesn't matter where you are on the organization chart; anomie happens at all levels. It can be most tragic at senior leadership levels like Tom's. Executives must be active in creating inclusive cultures where every team member is valued and heard. This can be achieved through regular check-ins, encouragement of cross-departmental projects, and emphasizing shared goals. I refer to it as reaping the rewards from the people dividend practices.

Companies must also recognize the importance of mental health and well-being and provide resources and support for employees grappling with feelings of isolation. Mental health days, access to counseling, and stress management workshops are invaluable in promoting the overall well-being of the workforce.

Do you want to be better equipped to retain talent and maintain superior engagement? The executives and companies that succeed will effectively address anomie and isolation in the new AI era of work. By nurturing a culture of inclusivity and connection, organizations honor their most vital asset: their people.

We live in a time when the boundaries between work and home continue to blur. Employers who step up to mend the social fabric of their organizations and foster environments where employees feel connected and purposeful will not only survive but thrive in the new world of work. For more insights on workplace culture and management, follow my weekly newsletter on LinkedIn.

What can we do to remain connected with each other?

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