What the Workplace Needs Now – Community!
by
Santo D. Marabella
This column was first published in the Reading Eagle on April 12, 2026.
Let’s continue our series “What the Workplace Needs Now.” Today’s edition asserts that what the workplace needs now is community.
What is community
Community is conceptualized in many ways. In one context, community has been identified as an important determinant of health outcomes. A study in the Journal of American Public Health revealed a common definition with five core elements: “A group of people with diverse characteristics who are linked by social ties, share common perspectives, and engage in joint action in geographical locations or settings.”
In today’s lesson, I’m going to make a bold leap — when community is experienced by employees, it is indicative of a healthy workplace. Actually, it’s not that bold. Multiple studies (listed at the end of the column) confirm that “a sense of community among employees is not just a sign of a healthy workplace environment — it actively contributes to better mental health, engagement, retention, and organizational performance.” This underscores the importance of community, but is community present in today’s workforce?
Status of community at work
According to the research, “a strong sense of community in the workplace is widely recognized as beneficial,’ but current evidence suggests its presence may be more of an exception than the rule. For example, McKinsey & Associates report that “51% of employees who quit their jobs did so because they did not feel a sense of belonging at work.” Even though in the same report, 42% of employees claim that the “biggest incentive for employees to work in the office is interaction with work friends.”
So, if community at work is important to employees and proven to yield significant business benefits, why is it so hard to find?
Studies suggest four reasons why:
Increased Social Isolation and Changing Work Patterns: According to the former Surgeon General, Dr. Vivek Murthy (2023), loneliness is a national epidemic, particularly among younger (under 50) workers. Add to that, remote and hybrid work. The flexibility it brings also reduces opportunities for connecting with co-workers.
Structural Barriers and Inequities: The American Psychological Association’s 2023 Work in America Survey highlights that loneliness and a lack of belonging are particularly prevalent among racial and ethnic minorities, lower-wage earners, and front-line workers. Discrimination, lack of diversity, and inequitable workplace practices hamper the development of community.
Organizational Culture and Management Practices: It is difficult to create an inclusive environment when women and people of color don’t have role models, mentors or support; or, when managers hire and promote their “clones;” these factors limit community-building
Physical and Psychological Separation: Isolation and separation can facilitate a certain type of “separation anxiety” that induces prolonged stress which can also thwart community at work
Loneliness, inequitable workplace practices, a lack of inclusion and representation, and the stress from isolation — these are obstacles to building community at work. Can we overcome these? If so, how?
A way forward
We absolutely can. But, it is only possible as a shared responsibility. All of us can (must?) work together to create community at work, regardless of our job title or role. Here are some ways:
- Care about co-workers: You don’t need to be “besties” to authentically (and appropriately) demonstrate your concern or care for co-workers; we are still working primarily with human beings and we need to look out for each other
- Express empathy: It’s not enough to feel empathy, we have to show empathy, too; the simplest way is to actively listen and validate what people are saying, you don’t have to fix anything
- Offer help: Generally, it seems to me that more than ever, people across generations have difficulty asking for help — no one wants to look weak or incompetent; if we’re paying attention, we will be able to reach out with help, or at least make the offer; it doesn’t matter if our offer is accepted, only that we make the offer
- Check-In: Initiate check-ins with one another; ask how a person is doing, then care about their response; again, not to solve their problem, but to let them know you care
- Smile: Yes, smile — it makes you approachable. I’m not suggesting you walk around with a plastic grin, but when you see people and connect with them, starting the interaction with a welcoming smile sets the tone for a pleasant and productive conversation or interaction; not only that, smiling is good for you cuz among other things, it lowers cortisol levels and elevates your mood.
Creating community is important for businesses and their employees. The effort is not burdensome, it just needs to be intentional. We’ll all benefit from working together in community.
NOTE: ChatGPT 4.1 assisted in identifying research, but not in the writing of this article.
Next Column: What the Workplace Needs Now — Part 3!
Dr. Santo D. Marabella, The Practical Prof, is a professor emeritus of management at Moravian University and hosts the podcast “Office Hours with The Practical Prof … and Friends.” His latest book, “The Lessons of Caring” is written to inspire and support caregivers (available in paperback and eBook). Website: ThePracticalProf.com; Twitter: @PracticalProf; Facebook: ThePracticalProf.
SOURCES & FURTHER READING:
American Psychological Association. (2023). 2023 Work in America Survey.
Cox, T., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Executive, 5(3), 45-56.
Lisboa, M., & Kossakowski, J. (2012). Sense of community in the workplace: A study among community psychologists. Global Journal of Community Psychology Practice, 3(4), 1-11. https://www.gjcpp.org/pdfs/2012-Lisboa-079.pdf
Our Epidemic of Loneliness and Isolation. (2023).
Society for Human Resource Management. (2023). SHRM 2023 Global Culture Report.
Southern Regional Education Board. (2021). Diversity in the workforce: A literature review.