Authors : S. Arthi; Dr. D. P. Sivasakti Balan

Volume/Issue : Volume 10 - 2025, Issue 10 - October

Google Scholar : https://tinyurl.com/bddjt8jh

Scribd : https://tinyurl.com/mrx95vae

DOI : https://doi.org/10.38124/ijisrt/25oct1589

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Abstract : This study explores the concept of "isolated syndrome" as a metaphorical framework to understand performance challenges among high-functioning individuals in modern work environments. Unlike clinical isolation syndromes in medicine, this term is used here to describe a state in which individuals become emotionally, cognitively, or socially detached from their teams or organizations, despite maintaining task performance. Through analysis of behavioral patterns and organizational dynamics, the research identifies key contributing factors such as inadequate leadership support, lack of psychological safety, remote work structures, and toxic workplace culture. Observable signs include withdrawal from collaboration, reluctance to seek or provide feedback, and over-reliance on independent work. The consequences of such isolation include reduced innovation, burnout, and decreased overall effectiveness at both the individual and team levels. The study highlights the importance of early recognition and proposes practical interventions including mentorship, structured feedback, and a culture of inclusion. These findings underscore the need for leadership strategies that foster connection, resilience, and sustained high performance in diverse work settings. It often happens because of things like lack of support, poor communication, remote work without enough structure, or a negative work environment. People with isolated syndrome may stop joining group discussions, avoid feedback, or try to do everything on their own. Over time, this can lead to stress, burnout, or lower quality work. The good news is that with the right support—like regular check-ins, team collaboration, and healthy work culture—people can feel reconnected and perform at their best again. It's important for leaders to spot the early signs and take action to help individuals feel valued and included.  Hypotheses  Null Hypothesis (H0): Isolated syndrome has no significant impact on individual performance.  Alternative Hypothesis (H1): Isolated syndrome significantly impairs individual performance.  Directional Hypothesis: Individuals with isolated syndrome will exhibit decreased productivity, accuracy, and job satisfaction compared to those without isolated syndrome.

Keywords : Isolated Syndrome, Individual Performance, Employee Productivity, Job Satisfaction, Workplace Challenges, Performance Impact.

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