The workplace is facing a new crisis in 2025: The Great Detachment. Unlike the Great Resignation, this isn’t about employees leaving jobs. It’s about staying—but disengaged. The result? A less productive, less satisfied workforce that costs employers billions.
What Is the Great Detachment?
The Great Detachment describes a growing trend of employees emotionally disconnecting from their work. They show up. They do the minimum. But they’re checked out.
This isn’t new. Disengagement has always been a workplace challenge. But in the wake of the pandemic and the rise of hybrid work, the issue has reached critical levels. According to recent studies, only 30% of employees report feeling engaged at work. That leaves a staggering 70% in the “detached” category.
Why Are Employees Detaching?
Several factors are driving this trend.
- Lack of Purpose: Employees want work to mean something. If they don’t see how their role contributes to the bigger picture, they lose interest. They simply don’t feel as though they’re connected to the larger, overarching mission of the company, and it’s no fun being just another cog in the machine.
- Burnout: Long hours and blurred boundaries in hybrid models are leaving workers drained. Many feel like they’re running on empty, and honestly, a great many are.
- Poor Leadership: Managers play a critical role in engagement. When leadership fails to inspire or communicate effectively, teams suffer.
- Stagnant Growth: Employees who don’t see opportunities for advancement or skill-building often disengage. They need to feel they’re moving forward.
The Cost of Disengagement
The impact of detachment goes beyond individual employees. It’s a massive organizational issue.
Disengaged employees are less productive. They’re more likely to make mistakes and less likely to innovate. They also cost employers money. A Gallup report estimates that disengagement costs the global economy $8.8 trillion annually. That’s trillion. With a “T.”
How Employers Can Reconnect with Workers
The good news? Detachment isn’t permanent. Employers can take steps to re-engage their teams.
- Foster Connection: Build a workplace culture that values relationships. Regular check-ins, team-building activities, and employee recognition programs can help employees feel connected. Recognizing and celebrating individual contributions fosters a sense of belonging and appreciation.
- Provide Purpose: Show employees the specific ways in which their work impacts the company’s mission. Highlight successes and celebrate milestones.
- Invest in Well-Being: Mental health matters. Offer resources like counseling, flexible schedules, and wellness programs.
- Encourage Growth: Create clear pathways for career advancement. Provide training and development opportunities to keep employees engaged.
- Improve Leadership: Train managers to lead with empathy and clarity. Strong leadership can turn disengaged teams into thriving ones.
Looking Ahead
The Great Detachment is a wake-up call for organizations. Disengagement isn’t just a personal issue—it’s a systemic one.
By addressing the root causes and prioritizing employee experience, companies can turn the tide. Engaged workers aren’t just more productive. They’re happier, healthier, and more invested in their organization’s success.
In 2025, reconnecting with employees isn’t just good for morale. It’s essential for survival.