The rising tide of isolation among younger workers: Why community and connection matter more than ever

Keywords: community, connection, loneliness, effectiveness, mentalhealth, leadership

Date: 13 May 2025, WorkLife Digital

A growing body of research reveals a continued troubling trend: younger generations entering the workforce are experiencing unprecedented levels of loneliness and isolation, with significant consequences for their mental health and workplace performance. For business leaders, understanding and addressing this crisis is not just a matter of employee wellbeing - it’s a strategic imperative for organisational success.

The isolation epidemic in young professionals

Recent studies show that Gen Z and Millennials report far higher rates of loneliness and mental health struggles than older generations. In a 2024 survey, 53% of Gen Zs reported feeling lonely, and 41% said they struggled with their mental health - nearly double the rate of adults over 45. This sense of isolation is exacerbated by the rise of remote and hybrid work, which, while offering flexibility, often deprives younger employees of the in-person interactions critical for building relationships and professional confidence.

The consequences are profound:

Mental health: Loneliness increases stress, anxiety, and depression among young people, sometimes leading to more severe outcomes such as substance abuse or even suicidal ideation.

Work performance: Isolated employees are less productive, less creative, and more likely to experience burnout and disengagement. For younger workers, who are still building their professional networks and self-efficacy, the lack of feedback and affirmation in remote settings can erode confidence and slow career development.

Career progression: Over two-thirds of workers aged 18–34 say remote work has made it harder to make friends and maintain relationships at work, with 81% fearing increased loneliness if remote work continues long-term. This disconnect can lead to missed opportunities for mentorship, learning, and advancement.

Why community and connection matter

Human beings are inherently social. Our mental wellbeing thrives when we feel supported, valued, and understood by those around us. Recent research underscores this point: individuals with strong social connections and a sense of community are less likely to experience anxiety and depression. In the workplace, positive relationships and a supportive culture are not just “nice to have” - they are essential for resilience, engagement, and productivity.

When employees feel connected to colleagues, they are more likely to share concerns, seek help early, and feel a sense of belonging. This reduces the risk of isolation and provides a vital support system during challenging times. In fact, more than half of employees report that work has positively impacted their lives by helping them find a community and build connections, reducing loneliness and fostering wellbeing.

In-person connection is critical

While remote work offers undeniable benefits, the evidence is clear: face-to-face interaction remains irreplaceable for fostering community, learning, and engagement-especially for younger employees.

1. Building relationships and belonging

In-person work allows for spontaneous conversations, shared experiences, and the subtle cues of body language that build trust and camaraderie.

A sense of belonging directly correlates with better mental health and lower rates of anxiety and depression among young people.

2. Learning and professional growth

Younger employees learn not just from formal training, but from observing and interacting with colleagues - absorbing workplace culture, etiquette, and problem-solving skills through osmosis.

Peer learning and mentorship flourish in environments where employees can collaborate, ask questions, and receive immediate feedback.

3. Creativity and fun

Fun at work isn’t frivolous - it boosts creativity, motivation, and team cohesion. Employees who enjoy themselves at work are more likely to think innovatively and contribute to a positive organisational climate.

Shared laughter and informal interactions help alleviate stress and foster resilience, especially during challenging times.

4. Combatting the loneliness epidemic

Physical presence in the office provides a natural antidote to isolation, offering young workers the support systems and social networks they crave.

Offices designed as “living spaces” with areas for informal gathering, collaboration, and relaxation can enhance engagement and reinforce a sense of community.

Convincing employees: Making the case for connection

The shift to remote and hybrid work has changed expectations, and simply mandating office attendance is unlikely to succeed without a clear, compelling rationale. Business leaders must communicate the “why” behind in-person work and ensure that time in the office is meaningful and rewarding.

Key strategies:

Transparent communication: Clearly articulate the benefits of in-person work for learning, growth, and wellbeing-not just productivity.

Leadership visibility: Managers should be present and accessible, modelling the behaviours they wish to see and carving out time for informal interactions and mentoring.

Design for connection: Create workspaces that encourage collaboration, fun, and informal socialising, reinforcing the company’s culture and values.

Mix flexibility with structure: Offer hybrid options but ensure regular opportunities for teams to come together in person, especially for onboarding, brainstorming, and team-building.

Celebrate and socialise: Organise events, workshops, and activities that help employees connect, learn, and have fun together.

For younger generations, the workplace is more than just a site of employment - it’s a vital community where they build relationships, learn, and grow. As isolation and loneliness rise, business leaders must champion the value of connection, making the office a destination for collaboration, support, and joy. By doing so, organisations not only safeguard the mental health of their employees but also unlock the creativity, engagement, and performance needed to thrive in the years ahead.

Measure your own personal mental health here and identify your mental health risk areas.

WorkLife Digital is a global mental-wellbeing consultancy driven by the mission to improve the sustainability of businesses. Our psychological wellbeing tool, Worklife Quotient (WL-Q), is modelled on cutting-edge scientific research and provides organisation-wide measurement and intelligence on the mental wellbeing levels and psychological resilience of staff. WL-Q also assesses the impact of organisational practices (i.e. people and culture, leadership styles, organisational purpose and values, social impact) that have a direct influence on staff wellbeing and provides strategic recommendations on addressing risks and promoting strengths.

For more information, get in touch at lisa@worklife.digital

REFERENCES

Headspace 2024 Workforce State of Mind Report
https://get.headspace.com/2024-workforce-state-of-mind

Redbox Mental Health Survey 2024
https://www.redboxrx.com/pages/mental-health-trends

Wright SL, Silard AG. Loneliness in Young Adult Workers. Int J Environ Res Public Health. 2022
https://pmc.ncbi.nlm.nih.gov/articles/PMC9654605/