Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
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More and more employees across the U.S. report feeling disconnected from their jobs.
According to recent Gallup data, employees are seeking new job opportunities at the highest rate since 2015, but many are struggling to make the leap amid a cooling job market and economic uncertainties.
This shift has been termed the “Great Detachment,” and while turnover rates may have slowed, experts warn that employee productivity and retention are still at risk.
As employees feel more detached, resistance to organizational changes is rising, posing a challenge for companies trying to adapt.
Several key factors have contributed to the Great Detachment and employee disillusionment. These include rapid organizational changes, hybrid work growing pains, changing customer expectations, unmet employee expectations, and ineffective performance management systems.
Gallup’s research says that 73% of employees report experiencing organizational disruption over the past year, with many struggling with burnout due to these changes.
The rise of hybrid and remote work has also deepened the emotional distance employees feel from their employers, especially among fully remote workers.
Employees are increasingly dissatisfied with misalignments between what they expect from their jobs — such as work-life balance, compensation, and flexibility — and what their employers offer.
How Leaders Can Address the Detachment
To combat the Great Detachment, experts recommend that leaders refocus their efforts on two key areas: resetting expectations and connecting employees’ contributions to the company’s mission.
- Reset Expectations: Clear communication about job expectations is critical. Gallup’s data reveals that fewer than half of employees know what is expected of them in their roles. Managers should engage in regular conversations to align expectations with team goals and consider employees’ workload and well-being in these discussions.
- Connect to Mission and Purpose: Employees who feel connected to their company’s mission are more motivated and engaged. However, Gallup’s findings show that the connection to mission has significantly dropped, especially among younger workers, remote employees, and frontline staff. Leaders must work to communicate a compelling vision and show employees how their work contributes to the broader purpose.
