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How The ‘Great Detachment’ Threatens Employee RetentionHow Employee Benefits Consultants Can Help Support with the New Workplace Crisis

In the wake of the COVID-19 pandemic, employers have faced numerous challenges as they try to navigate a new world of work. While many are still grappling with the shift to hybrid and remote work models, a more subtle yet increasingly impactful issue has emerged: the Great Detachment. This trend, marked by a growing sense of disengagement and disconnection among employees, is threatening to undo the progress employers have made in building strong, loyal workforces by implementing benefits that cater to modern needs.

Today, employees are no longer just seeking competitive salaries and traditional perks; they’re looking for deeper, more meaningful connections at their places of work. When this sense of connection is absent, the result can be high turnover rates, decreased productivity, and a demotivated workforce.

What is the ‘Great Detachment’?
The term “Great Detachment” refers to the emotional and psychological distance that employees have been feeling. Unlike “The Great Resignation,” which focused on employees leaving their jobs altogether, the “Great Detachment” is characterized by a decline in engagement, satisfaction, and overall commitment. The concept of the Great Detachment mirrors the earlier trend of quiet quitting, reflecting a growing desire for creating boundaries between personal and professional life. Employees are still technically present but mentally checked out, or even burned out, leading to a passive form of disengagement.

Some key signs of the Great Detachment include:

  • Lack of enthusiasm: Employees are no longer excited about their work or the company’s mission.
  • Reduced innovation: A lack of emotional investment means employees are less likely to bring new ideas or solutions to the table.
  • Minimal effort: Employees may do the bare minimum required, rather than going above and beyond.
  • Increased absenteeism: A detachment from the workplace often leads to higher rates of unplanned absences or late arrivals.

Why is Employee Engagement Declining?
Employee engagement is declining for several key reasons. First, the shift to remote and hybrid work environments has blurred the lines between personal and professional lives, making it increasingly difficult for employees to connect with their colleagues and their company’s culture. While remote work offers flexibility, it also makes it harder for employees to engage in spontaneous interactions, build relationships, and feel part of a unified company culture. The absence of in-person interaction can make employees feel isolated, as virtual communication lacks the depth and connection of face-to-face engagement.

Secondly, burnout, often fueled by an overload of information and an ever-changing work environment, has become a key contributor to declining workplace morale. Employees are not only mentally and emotionally drained by the constant influx of tasks and expectations but also by the fear of being left behind as their companies evolve. According to a recent study over 8 in 10 employees (82%) say they feel burned out to some degree (1) leading to a cycle of disengagement that is difficult to break.

How Leaders Can Help
Leaders can take a proactive step by assessing employees’ workloads and well-being, by factoring in their emotional health and professional responsibilities. Leaders can also benefit from actively gathering feedback from employees to gauge how they feel about their work, their team, and the overall direction of the company. Understanding where employees feel strain can provide valuable insight into areas for improvement.

When employees know their leaders are genuinely invested in their success, well-being, and understanding of their challenges, they are far more likely to remain engaged, productive, and loyal to the organization.

How Employee Benefits Can Help
While the Great Detachment is often rooted in deeper cultural and organizational issues, designing your employee benefits around meeting employees where they’re at in their life journey can have an impact. By providing accessible and affordable mental health and wellness programs to help employees cope with stress and burnout, employers are inadvertently cultivating a culture of care and trust that can significantly reduce detachment.

Moving Forward
As we move further into 2025, employers must recognize that the workplace is evolving, and employee expectations are higher than ever. The Great Detachment is a real threat to employee retention, but by taking proactive steps to address the emotional, mental, and physical well-being of employees, employers can create a more connected, engaged, and loyal workforce.

The Bottom Line
By conducting a thorough, independent market review each year, BSI helps employers keep their benefits packages competitive, cost-effective, and in line with both employee needs and their business goals. With our deep market knowledge, strategic approach, and commitment to minimizing disruption, we put employers in the best position to provide outstanding employee benefits while controlling costs for the long term.

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BSI has proven, time and time again, they stand behind every word they say to you and you are guaranteed to get the best possible options for employees and to also experience better quality services along with significant savings to the agency and/or business.

Anita Jo Paukovits,
Executive Director, Children's Home of Easton