1 in 4 remote workers have declining social skills, struggle with eye contact and conversing

Since the COVID-19 pandemic, remote work has remained a popular option, though some believe it has drawbacks, including interpersonal and mental health challenges.

In November 2024, Resume Builder surveyed 1,000 remote employees to understand how working remotely has impacted social skills and mental well-being.

We thought it was interesting to run the survey results as we ask – do you recognize someone you know here? Could it even be you?

Key findings:

• 1 in 4 remote employees say working remotely has led to a decline in their social skills
• Remote workers say they struggle more now with feeling self-conscious, small talk, and maintaining eye contact
• 7 in 10 remote workers rarely work outside of their home, such as in co-working spaces or coffee shops
• 1 in 5 remote workers report a decline in their mental health, largely due to isolation and lack of social connection
• The majority of remote workers don’t feel connected to their co-workers or community
• 4 in 10 would prefer to work in person at least once a week

1 in 4 Remote Workers Say Their Social Skills Have Declined Since Going Fully Remote

According to our findings, 25% of remote workers report that their social abilities have significantly (3%) or somewhat (22%) declined since transitioning to fully remote work. On the other hand, 63% say there has been no impact, while 13% believe their social skills have improved.

Certain groups appear to be more affected than others. Millennials are the most likely to note a decline in their social skills, with 28% reporting this sentiment. Additionally, people who are newer to remote work and those living alone are also more likely to experience diminished social abilities.

Maintaining eye contact and making small talk has become more challenging

The shift away from in-person interactions has left some workers feeling isolated and less confident in social settings. Among the remote workers surveyed, 20% said they feel more anxious in social situations now, while another 20% feel more self-conscious. Additionally, 18% reported feeling more awkward in these settings, and a small but significant 2% described feeling terrified of social interactions altogether.

Workers say since working remotely they’ve come to struggle more with things like making small talk (27%), initiating conversations (18%), maintaining eye contact (16%), carrying on conversations (15%), and participating in group discussions (15%).

“Some employees struggle to adapt to a fully remote work environment,” says Resume Builder’s Chief Career Advisor Stacie Haller. “This issue is particularly pronounced among those who began their careers in traditional office settings.

“To address these challenges, human resource teams and managers must proactively engage with their workforce. Open and consistent communication is essential, as is the implementation of coaching and training programs to help employees better navigate remote work. By fostering a supportive environment, organizations can mitigate feelings of isolation and equip their teams with the tools needed to succeed in a remote setting.”

Many Remote Workers Aren’t Getting Out Often

Remote work is significantly limiting the frequency with which people leave their homes. The majority of remote workers either rarely (33%) or never (36%) work outside their home.

This trend isn’t confined to work-related activities. One in five remote workers (20%) report they don’t leave their home more than once a week for non-work-related purposes. Notably, 3% say they rarely or never leave home for any activities.

Even when remote workers do leave their homes, many are not engaging in meaningful interactions. Twenty-seven percent admit they aren’t having conversations with people outside their home more than once a week, a pattern equally common among those who live alone.

“Workers need to try to recognize when they are facing challenges with remote work and take proactive steps to address them. This might include seeking opportunities to connect with others, such as scheduling lunch meetups, participating in after-work social or recreational activities, taking classes, or joining volunteer groups,” says Haller.

“Another option could be utilizing co-working spaces, which many workers find value in. These environments not only provide a structured workspace but also allow remote workers to engage with like-minded professionals, creating a sense of community and reducing feelings of isolation.

“By exploring these options, employees can strike a healthier balance between remote work and meaningful interpersonal interactions, improving their overall well-being and productivity.”

1 in 5 Remote Workers Report Decline in Mental Health, Many Cite Lack of Social Connection and Isolation

Overall, 17% of remote workers report a decline in mental health, with younger generations more likely to experience negative effects. However, for many remote workers their mental health has improved (38%) or remained the same (46%).

A lack of social connection is the top factor contributing to the decline in mental health among remote workers, cited by 63% of respondents. Increased feelings of isolation followed closely, reported by 57%. Workers living alone are more likely to report feelings of isolation compared to those living with family or roommates.

Other significant contributors to remote workers’ declining mental health include a lack of connection with co-workers (55%), a challenge with work-life balance (36%), and a lack of interests or hobbies outside of work (33%).

Remote work is also affecting self-image. One in three remote workers who have video calls weekly say being on camera has made them feel more self-conscious about their physical appearance.

“Being on camera during virtual meetings can impact self-image and confidence. This discomfort often stems from the unfamiliarity of seeing oneself on screen or interacting in a digital format. However, as video communication becomes a standard part of professional life, it’s important to adapt and build comfort with this medium,” says Haller.

“To ease the transition, organizations might allow camera use to be optional in certain contexts. This flexibility can provide immediate relief while fostering trust. Additionally, targeted coaching can help employees build confidence and reduce self-consciousness. Training might include practical tips on optimizing lighting, camera angles, and screen setup, as well as strategies to focus on the conversation rather than their own image. Over time, this support can help employees feel more comfortable and engaged, enhancing their productivity and sense of connection.”

Majority feel disconnected to their company, co-workers, and community

Feelings of disconnection are prevalent among remote workers, as most report not feeling connected to their company, co-workers, or the broader community.

When it comes to their co-workers, 45% feel connected, while 38% remain neutral and 17% feel disconnected. The numbers are slightly higher for relationships with their manager, where 50% feel connected, 34% are neutral, and 16% feel disconnected.

A similar pattern emerges in relation to their company, with 42% feeling connected, 41% neutral, and 17% disconnected. Connections to the broader community seem weaker, as only 38% feel connected, while 46% are neutral and 15% feel disconnected.

Regarding their relationships with people in general, 45% of remote workers feel connected, 39% are neutral, and 16% feel disconnected.

“Fully remote organizations face the ongoing challenge of keeping their workforce engaged and connected. Many companies address this by organizing periodic in-person gatherings, giving employees opportunities to strengthen relationships and collaborate face-to-face,” says Haller.

“Remote workers who thrive on social interaction should prioritize building connections with colleagues to support their professional relationships and maintain a sense of belonging. Regular check-ins, virtual coffee chats, and project collaboration can help foster meaningful bonds within the organization.

“Equally important is finding balance by engaging in social activities outside of work. Whether it’s joining community groups, attending events, volunteering, or participating in hobbies, these activities can help fulfill social needs and counteract feelings of isolation that may arise from working remotely.”

4 in 10 Remote Workers Would Prefer To Work in Person at Least Some of the Time

Given the challenges of remote work, a number of workers express a desire to work in person on a weekly basis. More specifically, 37% of remote workers want to be in the office at least once per week. In fact, 4% prefer a full five-day workweek. On the other hand, 63% say their preference is to continue working fully remotely. Gen Z workers are much more likely to want to be in the office on a weekly basis (57%), and Millennials are slightly more likely to (38%).

Of workers who would prefer a hybrid or fully in-person model, 18% are actively looking for a new job, and 19% plan to start searching soon.

“Some companies have opted to adopt a flexible hybrid model, allowing employees to work in the office one or more days per week if they prefer. This approach accommodates those who thrive on in-person interactions,” says Haller.

“Ultimately, there is no universal solution. Employees are discovering what work model suits them best, while organizations adapt to offer options that align with diverse preferences. As the workplace evolves, hybrid models have become a common middle ground, meeting the needs of many employees and providing the flexibility to balance productivity and connection.”

Methodology

This survey launched on November 26, 2024, was commissioned by ResumeBuilder.com and conducted online by the polling platform Pollfish. Overall, 1,000 U.S.-based full-time remote workers completed the full survey. Appropriate respondents were found via demographic criteria and screening questions.