​Loneliness at work isn’t just a wellness issue. It’s a business threat — and it’s costing companies up to $300 billion a year!

On a national survey of 2,000 employed Americans, Inc.com uncovered some startling statistics:

• 1 in 4 workers say they have no friends at work.
• 64% feel lonely on the job.
• 46% wish they could be closer to their coworkers — and among Gen Z, that number jumps to 60%.

But here’s what really matters to employers:

• 63% say friendships at work strongly influence whether they stay with their employer.
• 71% would turn down a higher-paying job if the company culture felt cold or isolating.

This isn’t just about feelings. It’s about retention, productivity, and the health of
your workforce.
​
What Can Employers Do?
Here are 3 strategies companies are using to fight back:
​

1. Measure It: Use tools like the Work Loneliness Scale to identify disconnected employees before it affects performance.
2. Build Real Culture: Host team-building events, encourage casual conversations, and create space for authentic connection.
3. Lead with Empathy: Train managers to check in regularly, assign peer mentors, and help isolated employees feel supported.

Loneliness is no longer a silent struggle. It’s a loud signal that your culture needs
attention — and the smartest companies are already listening!

Have you felt lonely at work, and if so, what effect did it have on you? What do
you think could be done to improve your situation? To join the conversation, click on "Comments" below.

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Learning of 2022.

​Kindness isn’t just a feel - good option. It’s a strategic advantage. According to the Harvard Business Review, when leaders treat kindness as a daily responsibility — not a personality trait — teams perform better, trust faster, and stay longer.

 
Here’s how to make kindness concrete:

1. Make Kindness a Job Requirement: Don’t leave it to chance. Build kindness into leadership expectations, onboarding, and team rituals. It should show up in how meetings are run, how feedback is given, and how decisions are made.
2. Spell Out What Kindness Looks Like: Vague intentions don’t change behavior. Define specific actions — like listening without interrupting, sharing credit, or checking in after tough conversations. Make it observable and coachable.
3. Track It Like You Mean It: If you measure engagement, performance, and retention, measure kindness too. Use pulse surveys, peer feedback, and manager reviews to surface patterns and blind spots.
4. Celebrate It Loudly and Often: Kindness thrives when it’s seen and rewarded. Highlight it in team huddles, shout-outs, and performance reviews. Make it part of your culture’s daily language.

 
Do you consider yourself actively kind in the workplace? Can you offer an example? What effect did it have on you? To join the conversation, click on "comments" below.
 
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When leaders become the go-to fixer, they break something bigger: Team trust, ownership, and momentum...

Being supportive is great — but trying to fix everything yourself? That’s a fast track to burnout. When you jump in to solve your team’s problems, you end up clogging decision-making, taking ownership away from your team, and wearing yourself out.

But there’s a better way. Leaders who involve their teams in solving problems together build stronger, more engaged teams — and they don’t have to carry the whole load alone.

In the Harvard Business Review, Elizabeth Lotardo, a leadership coach and author, suggests five simple questions leaders can ask to stay supportive without becoming the go-to fixer:

1. What have you tried?  
   This encourages team members to take the first step before asking for help. After a while, your team will come to anticipate this question.
2. What’s getting in your way?  
   Helps identify blockers and patterns that might need attention. Perhaps you, as leader, can remove the obstacle without taking ownership of the entire problem.
3. What support do you need?
   Do not add “from me.”  Support can come from another leader, a teammate, an adjacent department, or an outside source.
4. What would you do if you were in my place?
   When you solve every problem your team often does not see the effort involved. Asking this question prompts employees to take some responsibility. 
5. What’s your next step?
   Keeps momentum going and reinforces ownership.

These questions aren’t just conversation starters — they’re tools to build confidence, clarity, and collaboration.

Are you a reflexive problem-solver, and how can you see the value in giving people the space to work things out themselves? To join the conversation, click "comments" below.

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