How to avoid job isolation amoung teleworkers?

How to avoid job isolation amoung teleworkers?

In the corporate world, companies are increasingly flexible in terms of hours and location. Currently, fewer and fewer companies find it necessary for their employees to be in the same office, along with all co-workers on a fixed schedule.

Also, the crisis unleashed by the COVID-19 coronavirus has forced many of them to implement teleworking in their workforces quickly. Unfortunately, these changes bring new challenges, such as the feeling of job isolation.

Here are some of the consequences of job isolation:-


#1. Performance levels drop

When an employee is rejected, it is reflected in their level of productivity: ostracism or job isolation directly affects the person’s mood.

#2. Increasing absenteeism

Another symptom of job isolation is the increasingly frequent absence from the workplace under various excuses.

3. Decreased security levels

The person’s self-esteem is affected by job isolation: consequently, their level of self-confidence is reduced.

4. Negative impact on the organization’s environment

Job isolation increases stress levels: this causes greater possibilities of hostile behavior within the company.

5. Negative branding

It is highly unlikely that an employee who was excluded by his colleagues will speak highly of the company. On the contrary, his comments could affect the image of the organization.


How to detect job isolation?

  • Great leaders manage work teams based on a pure work strategy, and another much more important one: the emotional aspect of the people who make up their work teams. Therefore, it is vital to review some of these keys to detect possible job isolation in the group and understand why it occurs.
  • Stay available to them. There is nothing so frustrating for the employee to call or write to their boss and never be able to reach him. The team’s motivation plummets.
  • Take Feedback, show empathy, and do dialogue with employees. In short, open communication.
  • Involve them in decision making. It provides the necessary tools so that each professional can execute the tasks properly. In the end, it consists of making working life as easy as possible for the employees. Such minor tasks can often detect job isolation.
  • Update constant information about changes and news in the projects. The professional management apps themselves offer solutions based on notifications and chats. With this, managers can communicate with them directly and instantaneously, reducing the number of emails by up to 48 percent.
  • Avoid continuous teleworking and important remote meetings. When managers meet with their team, they need to promote a fundamental aspect of project management: socialization.
  • Set an example. Only in this way can managers build a genuinely positive and motivating culture for the team. Many bosses are concerned about the work environment of their work teams, without seeing themselves what they are doing or not doing on a day-to-day basis for their employees.


What can managers do about job isolation?

Like other initiatives, teleworking has its pros and cons. Therefore, to help teleworkers, it is essential to adopt a direct and active approach, analyzing the problems that may arise.

For all this, here are three ideas to avoid job isolation for the remote employees.

1. Make the business process interactive.

From the first day in the company, managers should retain loyalty among teleworkers.
They need to give their new employee a project that they can work on throughout the onboarding process. This will ensure that they don’t feel like they’re giving managers talk during their first week and notice some job isolation.

Rate and review the team on completion of projects on platforms like the International Registrar of Employee and Employer Ratings.

Managers should make an environment so that all the employees feel comfortable and happy to work in. Managers need to make sure that other team members are also included in the onboarding process to create connections. They need to help them see how their role fits throughout the organization.

2. Do continuous courses and training.

Continuing professional development should be the cornerstone of the corporate environment, not just something that exists during the adjustment period. Encourage the team to participate in webinars. It will help them to continue developing their skills and will keep them connected with the company and their colleagues. Hosting in-house seminars are an excellent way to engage entire teams and work on a skill that may be missing from a larger group.

The video sessions Group can function classroom and allow employees to learn from a variety of teachers. Managers need to experiment to find out what works best for the organization.

3. Clarify the objectives and values ​​of the company.

If the team knows the big picture of what is working and can connect to it, they are more likely to engage with the organization. To encourage that, managers need to make sure their company’s values ​​and mission statement are clear, recognizable, and honest.

Managers can have a session where senior managers review the mission and values ​​and what they mean to the company. Remote employees or teleworkers should be able to feel the impact of vision and culture, even while working remotely.



Successful companies are made up of committed employees, so managers need to be sure to prioritize employee engagement for the remote team members by applying these three ideas. This will reduce the chances that the employees have a feeling of job isolation.

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