Employees across the United States are grappling with the “Great Detachment.” This phenomenon reflects a growing sense of disengagement and dissatisfaction among workers, even as turnover rates slow due to a cooling job market. Unlike the visible exodus of the “Great Resignation,” today’s detachment manifests as employees feeling stuck, undervalued, and disconnected from their work.

The stakes are high for employers.

When employees feel disengaged, productivity suffers, organizational changes stall, and the risk of future turnover quietly grows. To address this crisis, leaders must move beyond surface-level fixes, tackling the root causes of employee detachment by prioritizing clarity, alignment, and a renewed sense of purpose in the workplace.

Why It Matters: The Great Detachment signals a deeper shift in employee-employer dynamics. Organizations that fail to address this growing disconnection risk lower performance, higher burnout, and long-term damage to their talent pipelines. Tackling detachment now can transform an organizational vulnerability into a competitive advantage.

• Disruption as a Catalyst for Detachment: Rapid organizational changes post-2020 have left employees feeling unmoored. Restructured teams, expanded job responsibilities, and reduced budgets have increased burnout, with 73% of employees reporting disruptive change in the last year. Stabilizing these dynamics is critical to re-engaging employees.

• Mismatched Expectations and Values: Employees increasingly value work-life balance, competitive pay, and flexibility, but many employers have struggled to meet these demands. Closing this gap is essential to rebuilding trust and reducing disconnection.

• The Importance of Purpose: A sense of mission is a powerful motivator, yet connection to organizational purpose has hit record lows. Leaders must prioritize helping employees see how their work contributes to larger goals, creating a sense of belonging and community.

• Practical Leadership Solutions: Clear, collaboratively defined expectations provide a foundation for re-engagement. Regular check-ins, recognition, and aligning work with mission and values can reignite employee motivation and create a stronger workplace culture.

Go Deeper -> The Great DetachmentL Why Employees Feel Stuck – Gallup