Are you losing employees? Have you noticed that some of your people have become detached and less engaged? Your company could be experiencing what has been called the “Great Detachment.” If you don’t act, you could see them walk out the door.
Seeing employees become less engaged is nothing new. It happens. However, our Toronto executive search team and many recruitment professionals are seeing an increasing number of people become more detached, and most importantly, more willing to leave their current employer.
Gallup has found that 51% of employees are watching or actively seeking a new job. This is up almost 10% since 2018. But, what is most alarming is that 42% of these employees said that the company could have done something to prevent them from leaving.
In our decades of experience in recruiting, our experts have encountered detachment and understand what companies need to do to prevent this from becoming an issue. Below is the key information employers need to know about the great detachment.
What’s in this blog:
- What is the great detachment?
- What are the signs an employee is becoming detached?
- Why is the great detachment happening?
- What can employers do to prevent employees from detaching?
What Is The Great Detachment?
The Great Detachment is a recent trend in the workforce where many employees are emotionally and mentally detaching from their jobs. This concept is closely linked to employee disengagement, burnout, and shifting priorities in work-life balance. The Great Detachment is seen as a response to changes in workplace culture, particularly following the COVID-19 pandemic, which led many people to re-evaluate the role of work in their lives. It has some similarities to the previous quiet quitting trend.
Why Is The Great Detachment Happening? Here’s The Top 7 Reasons
People detach for a variety of reasons. It can be personal or professional. But here are the top 5 reasons our recruiters see as a reason for employees detaching:
- There is a decline in job satisfaction: Employees may still show up for work and perform their tasks, but they feel disconnected from their roles, leading to decreased engagement and motivation.
- There’s a shift in work-life balance: Many workers, especially after the pandemic, have started prioritizing their personal lives, health, and well-being over career progression, resulting in a detachment from the “always-on” work culture.
- Remote and hybrid work: With more people working remotely or in hybrid models, the physical distance from the office has contributed to a mental distance from traditional work values and structures.
- Burnout: Increased awareness around burnout, mental health, and workplace stress has led to employees seeking to protect their well-being by emotionally withdrawing from work that feels overwhelming or unfulfilling.
- The employee has a shift in priorities: Many people have reassessed what they value, choosing personal happiness and freedom over career-driven success.
- There is a mismatch in employer-employee values: Workers may feel disconnected from their company’s mission or disagree with its work culture, leading to emotional detachment.
- Fatigue from constant change: The rapid changes in work environments, increased workloads, and uncertainty from global crises like the pandemic have left many feeling exhausted and detached.
What Are The Signs An Employee is Becoming Detached?
Employers need to be on the lookout for signs of detachment, disengagement, and employee satisfaction. Failure to take action when the following signs arise can lead to detachment and ultimately losing the employee:
- Reduced enthusiasm for work: Employees may lack passion for projects, showing little initiative beyond their basic duties. You may also see less communication from them.
- Quiet quitting: This refers to employees doing the bare minimum required in their jobs, often as a way to avoid burnout or because they feel unappreciated.
- Frequent absences: Higher rates of absenteeism or a general disinterest in being actively present in the workplace may be apparent.
- Less interest in career development: Workers may show little interest in promotions, leadership roles, or skill development, signalling a deeper detachment from long-term career ambitions.
What Can Employers Do To Prevent Employees From Detaching? 6 Proactive Steps
When employees detach they often decide to leave their jobs rather quickly. According to Corey Tatel, Ph.D. and Ben Wigert, Ph.D. from Gallup,
“When employees decide to voluntarily leave their job, the decision often happens quickly. More than three in four (77%) voluntary leavers either left within three months of searching for a new job or did not actively search for new employment in the first place.”
Most employees leave without speaking to anyone internally before making a decision. But, employers have a chance to make a difference and re-engage these employees if they intervene.
“Employees often make exit decisions without proactive communication. Thirty-six percent of voluntary leavers report that they did not talk to anyone before they made the decision to resign,” says Corey Tatel, Ph.D. and Ben Wigert, Ph.D.
To prevent employee detachment and potential turnover, managers cannot wait for employees to show signs of detachment. It’s the manager’s responsibility to have the right conversations before employees detach and decide to quit.
Gallup found 45% of employees who left voluntarily neither their manager nor another leader proactively discussed their job satisfaction, performance, or future with the company.
Even those who did have conversations with their managers:
- fewer than 30% talked about their future career with the organization (29%) or their job satisfaction (28%).
- Discussions about job effectiveness (18%) and what would motivate them to stay (17%) were even less common.
Employers can help prevent the Great Detachment from affecting their organization by being proactive. You need to intervene and promote well-being, balance, and support your people.
Here’s how you do it:
1. Foster a Healthy Work-Life Balance
Offer flexible work hours or hybrid work arrangements to allow employees to balance their personal and professional lives. When workers feel they have control over their schedules, they are less likely to burn out or disengage.
Set clear expectations about work hours and discourage the “always-on” mentality. Encourage employees to take breaks, vacations, and time off when needed to recharge.
2. Create a Positive Company Culture
Regularly recognize employees’ efforts, whether through formal recognition programs or simple verbal acknowledgments. Showing appreciation for hard work helps employees feel valued.
Create a workplace where employees feel comfortable sharing their concerns, ideas, and feedback. Having an open-door policy with leadership and encouraging honest dialogue can help employees feel more connected.
Ensure that employees feel like an integral part of the team by fostering an inclusive culture where diverse voices are heard, and everyone feels they belong.
3. Support Career Development
Provide training, mentorship, and career development programs to help employees acquire new skills and advance in their careers. When employees see potential for growth, they are more likely to stay engaged.
Help employees understand their career progression within the company. Offering transparency about promotion opportunities and performance expectations keeps them motivated and invested in their future at the organization.
4. Focus on Employee Well-being
Implement programs that promote mental health and well-being, such as offering access to therapy, counselling, or stress management resources. Employees who feel supported are less likely to experience burnout.
Be mindful of employees’ workloads and avoid overwhelming them with excessive tasks or unrealistic deadlines. Regular check-ins with managers can help ensure employees feel comfortable with their responsibilities.
5. Create Meaningful Work
Make sure that employees’ tasks match their skills, passions, and strengths. When employees feel like their work is meaningful and plays to their strengths, they’re more engaged and satisfied.
Help employees understand how their individual work contributes to the larger goals of the company. Connecting employees to a higher purpose gives them a sense of meaning in their daily tasks.
6. Adapt to Employees’ Needs
Regularly seek feedback from employees through surveys, meetings, or informal check-ins. Understand their concerns and take steps to address them.
The workplace is constantly evolving, and employees’ needs may shift over time. Employers should be adaptable and responsive to changes in employee expectations, especially regarding remote work, benefits, and well-being.
By addressing these areas, employers can help prevent the Great Detachment by keeping employees motivated, engaged, and emotionally connected to their work. A focus on well-being, flexibility, growth, and meaningful work will foster a more committed and fulfilled workforce.
More Advice From Our Recruitment Team
How to Tell If Your Employee Is Going to Quit and What to Do About It
How to React When You Think an Employee Is Going to Quit – 4 Steps
