BY BEN WIGERT AND COREY TATEL VIA GALLUP
Original article: https://www.gallup.com/workplace/653711/great-detachment-why-employees-feel-stuck.aspx?version=print
FACILITATED DISCUSSION BY ALYSIA KEHOE, KEHOE CONSULTANTS
Employees across America are feeling increasingly detached from their jobs.
They are seeking new job opportunities at the highest rate since 2015, while overall satisfaction with their employer has returned to a record low.
Yet, unlike the “Great Resignation,” many frustrated employees are struggling to make the leap to a new employer in a cooling job market and economy marred by inflation. Instead, they are left feeling stuck with their discontent.
Gallup refers to this shift as the “Great Detachment.”
For employers, this means that while turnover numbers may have slowed, employee productivity concerns and future talent loss are hidden organizational risks. In addition, when employees feel detached from their work, organizational change initiatives are likely to meet indifference or resistance.
What is causing people to detach from their employers?
While the issues fueling the Great Detachment are not entirely new, the historic workplace changes that initiated this new era are unique and require a new leadership approach.
Gallup research and field experience show that there have been five main changes to organizations in recent years:
1. Rapid organizational change: Most companies underwent rapid transformations post-2020. Record-high turnover and hiring during the Great Resignation resulted in many employees finding their footing in a new career. Today, seven in 10 employees (73%) say their organization has experienced some level of disruptive change in the past year. The more disruption that employees have experienced, the more likely they are to feel burned out today.
Further, as businesses adjust to fluctuating markets, managers are reporting disruption from the restructuring of teams (55%) and additional job responsibilities for employees (69%), while nearly half (46%) report budget cuts.
Big Hint / Idea from Alysia #1
Key Questions to Ask:
Burnout Prevention
Ask yourself, your team, and leadership in your organization:
- How can we have conversations about burnout prevention before people burn out?
- What actions can we take to proactively address burnout?
Minimizing Disruption
Ask: How do we, in our organization, lessen the disruption caused by:
- Team restructuring
- Addition of job responsibilities
- Budget cuts
- Plus, list the actions to take
2. Hybrid and Remote Growing Pains: Hybrid work requires switching locations throughout the week, often resulting in team members working different schedules. This naturally challenges communication and coordination. Additionally, the physical distancing inherent to remote work can create emotional distance.
Key Insight: Gallup research shows that fully remote workers are consistently less connected to their organization’s mission or purpose compared to their hybrid counterparts.
3. New Customer Expectations: 56% of employees report noticing changes in customer expectations since the pandemic.
71% of those employees attribute these changes to more demanding customers and higher expectations for a better digital experience.
4. New Employee Expectations: The pandemic prompted many employees to reevaluate what they want from their careers and employers.
Key expectations now include:
- Work-life balance
- Better compensation packages
- Flexibility for remote work, a mismatch between employee expectations and employer offerings can leave employees feeling undervalued and questioning their future.
5. Broken Performance Management Practices:
- Many leaders lack confidence in their performance management systems.
- Organizations struggle to clarify expectations, align teams, recognize achievements, and develop employees.
- This issue is particularly problematic in a disrupted environment with shifting expectations and increased remote work.
The Impact: These shifts have left employees feeling disoriented and disconnected from their employer. Addressing these concerns proactively can help foster engagement, productivity, and organizational success.
Big Hint / Idea from Alysia #2
Has Your Organization Considered Converting Performance Evaluations to a Coaching-Based System?
Catalytic Coaching by Gary Markle offers a framework for transitioning to a coaching-based system. Below are strategic approaches to consider as you make this shift:
- Rapidly Resolve Challenging Situations: Facilitate difficult conversations to ensure positive outcomes.
- Risk Mitigation and Legal Compliance: Implement best practices and protocols to safeguard your organization.
- Employee Retention & Productivity Enhancement: Boost retention and productivity by enhancing employee performance through coaching.
Continued in Hint #3…
Where should leaders start their comeback?
The Great Detachment coincides with significant declines in two critical elements of employee engagement:
- Clarity of expectations at work
- Feeling connected to the company’s mission and purpose.
By focusing on these two factors, leaders can address their biggest vulnerabilities in this new era of work.
Solution No. 1: Reset Expectations and Priorities
One of the most fundamental aspects of employee performance and development is clarity around job expectations. Without clear expectations, there is no baseline for success.
Before the pandemic, a majority of employees reported having clear expectations for their roles. However, since 2021, less than half of employees say they know what is expected of them at work. This decline hit a low of 44% in late 2022 and has remained just above that mark at 45% in November 2024.
Gallup’s research also reveals that younger employees, new hires, hybrid workers, and white-collar employees are particularly affected by this lack of clarity.
To address this, leaders and managers must return to the basics: engaging in two-way conversations with team members to establish clear expectations, especially in today’s evolving work environment. This is crucial for new or hybrid employees.
Expectations become clear to employees when they are:
- Collaboratively set and prioritized with employees
- Aligned with the team’s goals
- Regularly discussed and reviewed
- Considered alongside workload and well-being
Big Hint / Idea from Alysia #3
Also from Catalytic Coaching:
- Elevate Coaching Skills for Managers: Empower your managerial team with essential coaching competencies to drive employee development.
Key Actions to Take for Setting Expectations with Each Employee:
- Collaboratively set and prioritize with employee: Schedule a day/time to meet with employee
- Align individual goals with what the team aims to achieve: Schedule and meet with team
- Consider workload and wellbeing: Check in with each employee weekly for updates on their workload/wellbeing
What are your questions or comments on this trend of employee disengagement? Schedule a complimentary call to discuss how Alysia can help your organization or you as an individual: