The Parallels between Remote Working and Solitary Confinement

Emerging leaders, as you begin your journey to the top of the mountain, you will understand soon enough what it means to be responsible for the well-being of your troops. Whether it’s to increase engagement and retention for the purpose of increasing productivity, or because you’re a servant leader at heart, looking out for the welfare of your employees is a fundamental responsibility of being a leader. With that said, it’s worth considering the dangers of too much remote work.

The Psychological Impact of Isolation

Working remotely typically means working in isolation. Isolation means you are disconnected – but, I don’t mean that in the sense of communication. I mean disconnected in the sense of human touch and interaction. The absence of face-to-face interactions and the spontaneous camaraderie that naturally arises in office settings creates feelings of loneliness, detachment, and a compromised sense of belonging. When isolation is prolonged, it can have detrimental effects on mental health, including heightened anxiety, depression, and a decline in overall well-being.

This is why solitary confinement is the harshest form of punishment in the penal system. In fact, one study of the New York City jail system published in 2014 found that prisoners who experienced isolation accounted for over 50% of the acts of self-harm in the prisons…yet, they made up only 7% of the prison population! Humans are social animals. We rely on meaningful social interaction for emotional support, collaboration, and personal growth.

Unintended Consequences

Before you dismiss me for being “ridiculous,” consider this: solitary confinement was not implemented with the intention of harming prisoners. When it was first implemented, prisoners were isolated and given a Bible with the belief that they would use that time to pray and repent in order to return to society. Unfortunately, the effects of this experiment did not always work as intended because isolation denies individuals the fundamental need for social contact, which causes profound psychological distress.

Similarly, remote working (in its current form) was born out of a need to navigate the challenges of the pandemic. That need is gone, and reducing opportunities for meaningful social connections, deprives us of crucial human needs. As such, remote working can create an environment that hinders the development of our vital interpersonal skills, stifling both personal and professional growth. Further, studies have shown that isolation and loneliness can lead to increased stress, heightened risk of mental health disorders, and diminished overall well-being.

Virtually is Representative, but it’s Not Reality

The easy counter argument is that we get social interaction after work hours or when we go to the grocery store in the middle of the day, but these are topical, transactional interactions…they’re not meaningful social interactions. A meaningful social interaction is what happens when our team is confronted with a challenge, we pool our mental resources and we overcome the challenge with a collaborative solution…THEN we all yell “hooray” and high-five, give a big smile, and let out a sigh of relief. That’s a meaningful social interaction.

The sceptic says, “we can still high-five over Zoom.” Well, why do you think the likes of Zoom and Teams have a virtual high-five feature? It’s because it represents (not replaces) a basic human need of interaction. A high-five, just like a handshake or a hug or placing of the hand on a shoulder, is a fundamental show of humanity which transfers energy and feelings. Limiting this can significantly impact our mental health.

Be the Leader that People Need

To be sure, I’m not recommending 12-hour work days, 6-days a week IN the office. In fact, I’m not even recommending that the only place we ever work is in the office. There are times that we need to work in isolation so that we can be with our own thoughts and focus on a specific task, but that shouldn’t be used as a crutch for convenience to only work remotely. It’s dangerous, and it’s a slow-boil to a new reality that’s not healthy.

It’s okay to give some flexibility to your team, but it’s also okay to require face-to-face work and collaboration. And keep in mind that this is just like discipline – if it’s done right, it’s not something you’re doing TO them. It’s something you’re doing FOR them. This is what is meant by the concept of taking care of your employees.

Call to Action: Create expectations of the days that everyone should be in the office working together, commit to the schedule, and hold everyone accountable. Lead by example. Exceptions happen, but don’t let the exception become the reality.