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

‍

Read full article here