Written by By Dr. Stephanie Eubank, DBA
Professional isolation is an emerging concern as remote and hybrid work arrangements become deeply embedded in modern organizational life. Defined as the feeling of being “out of sight, out of mind,” professional isolation occurs when remote employees believe they have reduced visibility, fewer developmental opportunities, and limited access to mentoring or advancement. Research shows that decreased interaction and reduced spontaneous communication can negatively affect job performance, career mobility, and psychological well‑being.
The Nature and Impact of Professional Isolation
Professional isolation is rooted in the absence of consistent, meaningful professional interaction. As remote workers lose access to informal hallway conversations, impromptu collaborations, and face‑to‑face communication, they often begin to feel disconnected from organizational decision‑making and advancement pathways.
Research also demonstrates that professional isolation negatively affects job performance and can influence turnover intentions. Golden, Veiga, and Dino (2008) found that teleworkers who reported higher levels of professional isolation showed declines in job performance. Additionally, a 2025 scholarly review highlights that isolation in remote settings can lead to emotional strain, decreased productivity, and fragmented collaboration networks.
Why Remote Workers Are Vulnerable
Remote workers often miss out on spontaneous interactions that enable trust‑building, mentorship, and knowledge transfer. Neuroscience‑informed research suggests that in‑person interactions trigger deeper communication responses than digital communication channels, making remote workers more susceptible to disconnection.
Strategies for Remote Employees to Prevent Professional Isolation
1. Proactively schedule regular check‑ins with supervisors and mentors.
2. Strengthen your professional network through virtual communities and cross‑department communication.
3. Increase on‑camera presence to enhance communication richness.
4. Communicate accomplishments transparently to maintain visibility.
5. Request stretch assignments and mentorship.
6. Create predictable availability windows.
Strategies for Leaders to Address Professional Isolation
1. Foster a culture of frequent communication.
2. Increase visibility of remote employees’ work.
3. Encourage cross‑functional collaboration.
4. Utilize technology to enhance connection.
5. Implement hybrid touchpoints when possible.
6. Train leaders on inclusive remote management.
References
Abrams, Z. (2019). The future of remote work. American Psychological Association.
Figueiredo, E., Margaça, C., & Sánchez‑García, J. (2025). Loneliness and isolation in telework.
Golden, T. D., Veiga, J. F., & Dino, R. N. (2008). The impact of professional isolation on teleworker performance.
Knight, C., Olaru, D., Lee, J., & Parker, S. (2022). The loneliness of the hybrid worker.
Noh, E., & Lee, K. H. (2022). Professional isolation in COVID‑19 remote work.
Zepp Larson, B., Makarius, E. E., & Wilk, S. L. (2023). Remote work preferences and professional isolation.
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Dr. Stephanie Diana Eubank DBA Remote Team Research (AKA Dr. Bear) 