Employers need to focus on increasing employee satisfaction and productivity within their companies. Political upheaval, economic uncertainty and a cooling job market are denting workplace morale—Gallup reports that 51% of workers are “watching for or actively seeking a new job,” marking the highest level since 2015. Workplace dissatisfaction is leading to a phenomenon dubbed the “Great Detachment,” where employees feel disconnected from their companies and roles due to both external and work-related stress.
What’s causing the great detachment?
There are a number of factors contributing to the rise in employee detachment, although I believe much of the cause can be attributed to reverberations from the Great Resignation in 2021 and 2022 when workers quit their jobs in droves to pursue new and better opportunities. This movement required businesses to undergo rapid restructuring as they lost employees. Many workers were forced to take on additional job duties to pick up the slack, causing discontent and increased stress levels.
Job market frustrations are also fueling this feeling of detachment. The overall economy added 151,000 jobs in February, but although hiring is up, the labor market is tightening. For many years, employers had to compete to retain top talent, but as business spending slows, I’ve found that the job market is becoming less employee-centric, which can make it more challenging for employees to find new roles.
At least 22% of professionals who were job hunting last year are still looking for a job in 2025. This lack of forward momentum can keep workers in roles they’ve outgrown, leading to detachment and frustration. Many businesses also turned to layoffs in 2024 to trim their bottom lines, sparking concern among the workforce. Businesses cut 761,358 jobs in 2024, the highest number since the pandemic outbreak in 2020. This lack of job security is also dampening morale for many employees.
Finally, the rising importance of work-life balance and the growing pains of remote work are also prompting employee detachment. Unless a company takes proper steps, remote work can hamper employee connection to a workplace’s mission. I’ve observed that some remote employees will remain in their current roles, even if they’re unhappy, because of the flexibility these positions offer, demonstrating how remote work has the potential to become the new “handcuffs” in the business world.
Stop detachment in its tracks.
In my experience, being proactive can improve workplace morale and reduce detachment from becoming the norm at your workplace. Here are a few strategies to consider:
• Focus on communication.
One of the most effective ways I’ve found to reduce detachment is through communication. Whether working in-person or remotely, a whopping 80% of surveyed employees who received “meaningful feedback” in the previous week were “fully engaged.” Make it a priority for your company’s management team to schedule regular one-on-one sessions with employees and strive to maintain an open-door policy. Scheduling time in your calendar for lunch-and-learning sessions or informal gatherings can help you build connections.
You can also use town halls to keep employees informed about the business. I meet every Monday morning with my remote and in-person teams to discuss key performance indicators; it’s a time when everyone gives general updates on their work and what’s happening in their department. This has helped create a team atmosphere and prevent people from feeling siloed.
• Foster purpose.
Focus on providing opportunities for your employees to shine. Provide resources for professional development, and make a point of telling your employees how their work supports the company’s purpose. For example, my employees have access to training and other resources from various staffing industry associations to stay up-to-date on new developments.
• Start early.
Employee engagement starts during the hiring process. Take the time needed to find employees who align with your organization’s mission and values. You can also use staffing firms for temporary-to-permanent workers to test-drive talent and determine if they’re a good fit.
• Solicit feedback.
Regularly take the pulse of your organization. It’s important to get employee feedback to identify areas for improvement. Your employees are in the trenches doing valuable work each day, so soliciting their advice can help you identify gaps and develop strategies to prevent detachment. I regularly rely on feedback from managers during 1:1 sessions to make changes and improve morale.
Keep a clear perspective.
It’s hard for business leaders to compete with the 24/7 news cycle and social media onslaught. At a time when doomscrolling is commonplace and outside noise is reaching a fever pitch, keeping employees happy can be challenging. It’s also natural to have some employees who are highly motivated and others who put in the minimum effort necessary to complete the job, but staying focused on your mission and goals can help you keep your employees engaged.
Don’t let the Great Detachment take root in your business. By creating a workplace where employees feel valued and appreciated, you can increase productivity and ultimately improve your bottom line.