The Great Detachment tide is coming! What's wrong with today's workplace that makes employees feel "out of touch"?

In recent years, "The Great Detachment" has become a hot topic in the workplace. This psychological workplace crisis is quietly changing the global employment ecosystem. Different from the previous "Great Resignation Wave", the "Great Detachment Wave" refers to employees who are psychologically and emotionally disconnected from their work. Although they are still physically at their jobs, their hearts are no longer there.

After the outbreak, large-scale layoffs, the popularization of hybrid office models, economic pressure and inflation have caused employees' workplace satisfaction to continue to decline. The proportion of people who are extremely satisfied with their jobs has dropped sharply from 26% in 2020 to the current 18%. Young employees such as Generation Z and Millennials face not only heavy work pressure, but also economic pressure and fierce competition in the job market, making "resigning" a difficult decision.

Many employees who are dissatisfied with the workplace struggle to move to a new company, but instead fall into a dilemma of "being dissatisfied but having nowhere to go." A Gallup report states that 51% of U.S. employees are currently waiting or actively looking for a new job, an increase of 6% compared to 2020.

Why are employees distracted? Analyzing the causes of the "The Great Detachment"

According to Forbes, layoffs and corporate restructuring during the epidemic have resulted in employees having to bear more workloads and unrealistic expectations. According to Gallup survey data, 69% of managers say employee workloads have increased significantly in the past year. Many employees feel overwhelmed in high-pressure environments and are even afraid to refuse additional work requests.

Employees feel that their work lacks meaning and is unable to connect with their personal values, which has become one of the reasons for the "The Great Detachment". Gallup research pointed out that in February 2024, only 30% of employees believed that their work made an important contribution to the company, setting a record low. Compared with hybrid office, employees who work completely remotely have continued to have a sluggish connection with the company, and their psychological alienation is even worse.

In addition, the epidemic has also changed employees' expectations for work, such as more flexible work arrangements and higher salary levels. However, the speed of change in enterprises often cannot keep up with the changes in employee needs, resulting in a gap in the expectations of both parties. 56% of employees surveyed said that customers' expectations are higher after the epidemic, further increasing their psychological pressure.

Research shows that only 45% of employees have a clear understanding of their work goals. Gallup specifically mentioned that middle managers have taken on more responsibilities due to layoffs, but they lack the necessary tools and resources to effectively support their teams, leaving employees feeling at a loss.

Reshape goals and establish a sense of mission! Don't let employees fall into "imposter syndrome"

From a psychological perspective, "The Great Detachment" has had an emotional impact on employees. "Forbes" pointed out that if young employees are in a state of disconnection between psychology and work for a long time, they will be more likely to feel burnout and anxious, and may even fall into "Imposter Syndrome".

Research shows that these "disengaged employees" affect productivity, innovation and overall job satisfaction, and when a large number of disengaged employees appear in an organization, it will lead to low team morale, increased turnover and decreased productivity.

Gallup research emphasizes the importance of resetting expectations and establishing a sense of purpose. Leaders should have two-way conversations with employees and take employees' workload and well-being into consideration; and strengthen employees' sense of belonging and let employees understand their contributions. . Data shows that improving the connection between employees and the company can reduce turnover by 32% and increase productivity by 15%.

Source: CNBC, Forbes, Gallup