Employee disengagement is by no means a new problem, but it has evolved over time to something different for employers to track, respond to and try to eliminate. Over the past few years, economic uncertainty led many employees to stay put in their jobs, even if they were unhappy. This was called “sheltering in place.”
Now, instead of actively looking for a way out, many employees are mentally checking out while physically staying put. This phenomenon, known as The Great Detachment, is becoming an increasingly pressing issue for businesses.
What is The Great Detachment?
The Great Detachment describes a growing wave of employees who feel disconnected from their work, their colleagues and their employers. They’re not necessarily looking for new jobs, but they’re also not engaged in the ones they have. Unlike previous trends that focused on job-hopping during uncertainty, this shift is about employees emotionally and mentally disengaging from work – regardless of external economic factors.
Why are employees disengaging?
Several factors contribute to The Great Detachment, including:
- Burnout and fatigue – Prolonged stress, increased workloads, and lack of work-life balance have left many employees exhausted.
- Poor leadership and communication – Employees who feel undervalued or unheard are less likely to stay engaged.
- Stagnant growth opportunities – When employees don’t see a future at a company, they disengage before they leave. This boils down to compensation and benefits, as well.
- Lack of meaning and purpose – Employees crave a connection to their work and want to feel like they’re making a difference. When they don’t, detachment follows.
How to recognize The Great Detachment as it’s happening
Unlike outright job dissatisfaction or turnover, detachment is harder to spot. Employees may still show up and do their work, but their level of enthusiasm and commitment has diminished. Watch for these subtle signs:
- A decline in creativity and problem-solving
- Reduced participation in meetings and discussions
- Minimal collaboration with colleagues
- Lower productivity and less accountability
- A general sense of “checking the boxes” rather than engaging with work
One or two things on this list popping up isn’t alarming – even the best workers will ebb and flow with their level of engagement.
The cost of employee disengagement on business
When employees detach, the impact on businesses can be significant:
- Decreased productivity – Employees who aren’t engaged aren’t delivering their best work, and their discretionary effort is probably way lower than you would hope it to be. This can lead to missed opportunities, stagnation in innovation and a noticeable drop in overall efficiency.
- Lower morale – Disengagement spreads and can negatively influence team dynamics. We all know employees talk – so if one person is becoming less invested, it can create a ripple effect that drags down the energy and enthusiasm of an entire group.
- Higher turnover risk – While detached employees may not be actively job searching, they are more likely to leave when an opportunity presents itself. The first sign of a better environment and role will be all it needs for someone who is detaching to break.
- Customer impact – A disengaged workforce can lead to lower-quality customer service and damage your company’s reputation. Subpar experiences are more likely to occur in this state, making customers or clients feeling undervalued.
It may not seem urgent to proactively address these issues, but with more employees disengaging at work, these challenges can escalate and become much harder to reverse over time.
How to reverse the trend and engage employees
The good news? Leaders can take proactive steps to reconnect with employees and reignite their engagement. Here’s how:
1. Foster a people-first culture
Employees want to feel like their work matters. Help them see the bigger picture and how their contributions impact the organization’s success. A people-first culture focuses on employee expectations and how you value your people’s needs in relation to the needs of the business.
2. Address burnout head-on
Don’t just encourage work-life balance, expect it! Set realistic expectations, and ensure employees have the support they need to succeed without feeling overwhelmed.
3. Improve leadership communication
Managers play a critical role in employee engagement. Regular check-ins, transparent communication and active listening go a long way in making employees feel valued.
4. Provide meaningful growth opportunities
Employees disengage when they feel stuck. Offer professional development, mentorship programs, and clear career paths to keep them invested in their roles.
5. Strengthen workplace connections
For remote and hybrid teams, create opportunities for collaboration and relationship-building. A sense of community helps employees feel more connected to their work and colleagues.
6. Recognize and reward effort
Recognition matters. Acknowledge achievements, celebrate milestones, and show employees that their work is appreciated.
Summing it up
The Great Detachment isn’t just about employees leaving – it’s about them mentally checking out while still on the payroll. Businesses that ignore disengagement risk lower productivity, higher turnover, and a weaker company culture. By taking steps to foster purpose, improve leadership, and create an engaging work environment, companies can turn detachment into renewed commitment and long-term retention.
To learn more about how to engage employees and build a thriving workforce, download The Insperity guide to employee engagement.