When we talk about burnout, the conversation often centers around workload—too many tasks, too many deadlines, and too few resources. But there’s a hidden factor that’s just as critical, and in some cases, even more detrimental: relationships. The people we work with, the sense of community (or lack thereof), and the support we receive shape our experience at work in profound ways.

If we ignore the role of relationships in burnout, we risk missing one of the most powerful solutions for creating workplaces where people thrive.

The Science of Connection and Burnout

Social psychologists have long known that humans are wired for connection. We thrive in groups. We crave purpose, belonging, and the psychological safety that comes from knowing we are valued members of a community. Research confirms that a strong sense of belonging at work leads to better mental health, higher engagement, and improved performance.

The opposite is also true. Isolation, loneliness, and exclusion are among the fastest ways to drive burnout. When employees feel disconnected, they experience higher stress, lower job satisfaction, and are more likely to leave their roles. In a study on the Psychological Sense of Community and Burnout, researchers found that students who reported a strong sense of community in their living environments had significantly lower burnout levels compared to those who felt isolated.

The same holds true for the workplace. The Deloitte Global Human Capital Trends report identified belonging as one of the most important human capital issues of our time. Nearly 80% of employees surveyed said that fostering belonging was critical to their organization’s success, while 93% agreed that belonging directly drives performance. When employees feel seen, heard, and valued, they bring their best selves to work. When they don’t, they disengage, mentally check out, or leave altogether.

Loneliness is More Than Just an Emotion—It’s a Health Risk

Loneliness isn’t just unpleasant; it’s a legitimate health crisis. The impact of chronic loneliness has been compared to smoking 15 cigarettes a day. A landmark study from Tel Aviv University found that people with low peer support at work were 2.4 times more likely to die during the study period compared to those with strong coworker relationships.

Think about that for a second. The relationships we have at work—whether we feel supported, included, and connected—can literally influence how long we live.

The workplace should be a space where people feel a sense of belonging, yet many organizations unknowingly foster environments of disconnection. Passive-aggressive interactions, a lack of trust, and a culture of competition over collaboration erode psychological safety. And when employees feel like they’re working in isolation, even in a crowded office, burnout becomes inevitable.

The Role of Trust in Preventing Burnout

Trust is the foundation of every healthy workplace relationship. Without it, communication breaks down, collaboration suffers, and stress levels rise. Employees who don’t trust their colleagues or leaders are less likely to ask for help, voice concerns, or admit when they’re struggling—all of which exacerbate burnout.

Gallup’s Q12 survey, which measures workplace engagement, includes a powerful yet often overlooked question: Do you have a best friend at work? It may seem trivial, but Gallup’s research found that employees who reported having a best friend at work were:

43% more likely to receive praise or recognition
37% more likely to say someone at work encourages their development
27% more likely to say their opinions count
21% more likely to feel they can do what they do best every day

When employees have strong workplace friendships, they experience lower stress levels, higher engagement, and significantly better mental health. And yet, when Gallup surveyed over 15 million employees worldwide, less than one-third reported having a best friend at work.

This lack of meaningful connections isn’t just sad—it’s a crisis in workplace culture.

The Virtual Work Paradox: More Connected, Yet More Isolated

One of the most profound shifts in recent years has been the rise of remote and hybrid work. While flexible work arrangements offer undeniable benefits, they have also led to an increase in workplace loneliness. In 2020, nearly 40% of employees reported struggling with disconnection from colleagues.

In my research, I heard from employees who once loved their company’s culture but now feel it has become “wholly virtual.” The casual hallway chats, spontaneous brainstorming sessions, and after-work gatherings that once built camaraderie are harder to replicate in a remote setting. Many employees feel like work has become all about tasks, with little space for human connection.

Dan Schawbel, in his book Back to Human, warns that the overuse of technology in the workplace can actually create more isolation. Instead of fostering deeper connections, it often acts as a barrier. His research, in partnership with Virgin Pulse, found that offsite meetings were one of the most effective ways to combat loneliness, allowing teams to break away from office talk and have real, meaningful interactions.

How Leaders Can Build Connection and Reduce Burnout

The good news? Workplace relationships can be intentionally strengthened. Leaders play a pivotal role in shaping a culture of connection, belonging, and trust. Here’s how:

1. Create Spaces for Non-Work Conversations

Encourage social interactions that aren’t strictly about work. Whether it’s Slack channels for hobbies, virtual coffee chats, or in-person team lunches, giving people permission to connect beyond tasks fosters genuine relationships.

2. Encourage Peer Support and Mentorship

Employees need to know they have people in their corner. Formal mentorship programs and informal peer support groups help create a culture of collaboration rather than competition.

3. Address Workplace Loneliness Head-On

Acknowledge that workplace loneliness is real and take steps to combat it. Host in-person gatherings where possible, and ensure that remote employees have structured opportunities to build connections.

4. Foster Psychological Safety

Create an environment where employees feel safe to speak up, share concerns, and admit when they need help. Psychological safety reduces stress and strengthens team cohesion.

5. Align Values and Workplace Culture

Employees are more engaged when they feel aligned with their company’s mission and values. If they can’t bring their authentic selves to work, they will eventually burn out or leave.

The Future of Work is Human

At the core of burnout prevention is a simple truth: humans need each other. Work is not just about productivity—it’s about connection, purpose, and belonging. Organizations that understand this will not only reduce burnout but will also build workplaces where people feel energized, inspired, and valued.

As we navigate the evolving world of work, one thing is clear—burnout isn’t just about workload. It’s about the relationships that shape our experience every single day.

Let’s build workplaces where no one has to feel alone.

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