What “The Great Detachment” Means for Your Career

You’ve probably heard of The Great Detachment, the term coined to describe a shift in how employees think about their place in the workforce. Where “The Great Resignation” saw people actively leaving their positions, this current phenomenon involves individuals remaining in their roles but becoming increasingly disengaged. 

Employers and recruiters are studying this trend, and the solutions they come up with to address employee disengagement and encourage a more engaged and productive workforce will have a ripple effect. Do your part by understanding the causes and effects—and then use that knowledge to improve your own career trajectory. 

What Is The Great Detachment? 

Many people have occasionally felt mentally and emotionally disconnected from their work. What sets The Great Detachment apart is how this mood has descended on such large numbers of people that employers are taking notice. It’s not so much about employee retention: these workers are still fulfilling their job responsibilities, but they lack enthusiasm and commitment. 

Employee disengagement has led to decreased productivity and innovation, higher turnover rates, and an erosion in team morale that can bring down even those who had been motivated and eager. Recent studies suggest that 70% of employees feel detached at work compared to only 30% who report being engaged. And Gallup puts the cost of disengagement on the global economy at around $8.8 trillion annually. 

What Causes Employee Disengagement? 

Several factors are likely contributing to this growing emotional disconnect: 

• After the pandemic lifted, many companies underwent organizational disruptions, including restructuring and downsizing teams, leaving employees unsettled and burnt out. 

• Employee expectations have also evolved, with many advocating for better work-life balance. Employers who fail to listen to these needs make employees feel unappreciated. 

• Although hybrid/remote work offers flexibility, it can also hinder communication and collaboration. The physical separation is often mirrored in emotional disconnection. 

• In a cooling job market, economic uncertainties are making employees hesitant to change jobs—and when someone is trapped in an unrewarding role, they disengage. 

So What’s Being Done About It? 

Companies are trying a number of strategies to foster employee engagement, including enhanced two-way communication, a more well-defined organizational mission, well-being resources to support mental and physical health, clearer pathways to career advancement and skill development, and better training in empathy and clarity for managers and leaders. 

Recruiters are combating The Great Detachment by assessing candidates’ engagement levels to better align them with a certain company’s culture. They’re promoting organizations’ commitment to workplace satisfaction and wellness to attract candidates who value emotional connection. And they’re playing a vital role in communicating with hiring managers and leaders to help them address potential areas of improvement and spur employee retention. 

Your role is to provide that essential feedback to everyone up and down the recruitment process. Don’t be mysterious or timid; the time to express your perceptions and concerns is before you get placed in an unsatisfying role that will sap your energy instead of inspiring you. Together we can put The Great Detachment in the past.