American workplaces are facing a silent but profound shift. Employees are becoming increasingly detached from their jobs—a phenomenon Gallup calls The Great Detachment. Unlike the more visible Great Resignation, this trend reflects a deeper discontent. Workers aren’t just reevaluating their jobs; they’re questioning their connection to their employers and their sense of purpose at work.
Employee satisfaction with employers has dropped to record lows. Even as turnover slows in a cooling job market, frustration simmers beneath the surface. Workers feel stuck, disengaged, and uncertain about their future. This detachment has far-reaching consequences, including hidden risks like productivity losses and resistance to organizational change.
What’s causing this breakdown? Frequent workplace disruptions, including rapid transformations, hybrid work challenges, evolving customer expectations, and shifting employee priorities, have left many feeling disoriented and undervalued. Compounding the issue, broken performance management systems fail to provide the clarity, alignment, and recognition employees need to thrive.
The good news is that leaders have an opportunity to turn the tide. By addressing two critical factors—clarity of expectations and connection to mission—organizations can rebuild trust, engagement, and productivity.
Reset Expectations and Priorities
One of the simplest yet most impactful ways to support employees is to set clear expectations. Yet, fewer than half of workers report understanding what’s required of them. Without this clarity, employees are left guessing at priorities and outcomes—a recipe for frustration and burnout.
To reverse this trend, leaders must create clarity through conversation. Expectations should be collaboratively defined, regularly discussed, and aligned with team and organizational goals. This two-way approach ensures that employees not only know what’s expected of them but also feel a sense of ownership over their work.
Equally important is balancing these expectations with workload and well-being. In a disrupted environment, thoughtful prioritization helps employees focus on what truly matters without feeling overwhelmed.
Reconnect Employees to Mission and Purpose
Beyond clarity, employees crave connection. They want to know that their work matters and contributes to something bigger. Unfortunately, a sense of purpose has been steadily declining, leaving many workers feeling uninspired
Rebuilding this connection starts with storytelling and vision. Leaders should communicate the organization’s mission in an inspiring way and show how each employee’s contributions align with that purpose. Regularly sharing success stories—especially those that highlight the impact of employees’ efforts—can reinforce the importance of their work.
Purpose-driven organizations foster a sense of community rather than isolation. Employees who see their role as part of a greater mission feel motivated, engaged, and proud to be part of the team.
Meet the Moment: Coaching and Mentoring for Gen Z
For Gen Z, clarity and connection alone aren’t enough. This generation of workers seeks growth through coaching, mentoring, and meaningful experiences. They don’t just want a paycheck; they want to develop their skills, gain insights from seasoned professionals, and make an impact early in their careers.
To meet these needs, leaders should embrace a mindset of mentorship. Providing regular one-on-one coaching sessions, offering stretch assignments, and creating opportunities for cross-functional collaboration can help younger employees feel supported and challenged.
Equally important is cultivating a culture of feedback—not just about performance, but about career aspirations and personal growth. Gen Z values authentic conversations about their future, where managers act as partners in their development rather than taskmasters.
By investing in these relationships, organizations can build loyalty and engagement among younger employees while tapping into their fresh perspectives and innovative ideas.
Moving Forward
The Great Detachment is more than a trend; it’s a call to action for leaders to rethink how they engage and support their teams. By focusing on clarity of expectations, connection to mission, and fostering growth through mentorship, organizations can transform disengagement into commitment and unlock their workforce’s full potential.
This isn’t about perfection; it’s about progress. Small, intentional actions can help rebuild trust, strengthen culture, and create a workplace where employees want to stay—and thrive.