Beyond the Great Detachment: How Leaders Can Reconnect Their Teams

In 2024, Gallup published a major workplace survey report titled “The Great Detachment: Why Employees Feel Stuck,” which reported a record-low job satisfaction rate for the U.S. workforce. The Great Detachment showed how employees were becoming increasingly removed from their work and the job market in general. 

While job satisfaction has risen since the 2024 survey, employee engagement remains low, with only 21 percent of the country feeling truly engaged in their jobs. So, most people may still not be optimistic about the job market or their personal employment. But there are things that those in leadership and management positions can do to foster a healthy working environment that is inspiring, collaborative, and productive. Making meaningful connections, doing work that has impact, and decreasing stress are all key to combating ‘The Great Detachment’ and building a desirable workplace. 

Two areas that deeply affect engagement are whether an employee clearly understands the expectations for their work and if the employee feels connected to the company/employer’s mission or purpose. Leaders need to meet with their team often to establish priorities, support employees where they need it most, and connect individual work to the bigger picture of the team or organization’s mission. This engages team members and creates a sense of belonging and community, therefore encouraging solid work that makes a difference. 

For leaders who are looking to boost employee satisfaction and engagement, try these things: 

1. Align on expectations 

It’s impossible to succeed if someone doesn’t know what’s expected of them. Setting solid expectations with your team and routinely checking in on progress and performance is key to a happy working relationship. Depending on an employee’s role, set expectations collaboratively and prioritize in order of importance. There may need to be individual expectations, team expectations, and company expectations set that all roll into each other. It’s important to implement a regular cadence to discuss workload, any changes to priorities, and satisfaction levels for both parties. 

2. Connect individual goals to company purpose 

Once you align on expectations, the next step is to connect a team member’s personal goals and what they are contributing to the team to the organization’s mission. Mission and purpose bond people together and allow them to do their best, most meaningful work. A clear and inspiring vision that is shared among team members will anchor an employee’s individual values to the purpose of the work. Communicate this often and align whenever possible so everyone stays motivated and excited. 

3. Hold collaborative and prioritized meetings 

Whether in a one-on-one setting or in a group, meetings are one of those things that are simply a must for any team. It’s what brings the previous two points into action. However, many people come to meetings with a mindset of either “this could’ve been an email” or “wait, what’s going on?” Structure meetings and leave room for two-way conversations so you’re not just going over bullet points that no one prepared for. Create a discussion document beforehand so everyone knows what to expect, and then have an open dialogue where alignment can arise, making meetings collaborative and purposeful.  

4. Celebrate big moments

“Big” here is subjective, and we aren’t only talking about work wins. To build connections and make your team members feel appreciated and acknowledged, celebrate personal and professional moments that are worth noting. Yes, it’s a big deal when someone completes a project, but it’s also a big deal to buy a home, run a marathon, and adopt a pet. Thinking broadly about people’s success will make a work atmosphere feel supportive and ask whether they like to be celebrated in public or private. 

5. Create a growth environment 

Contrary to what may be popular belief, most people don’t like to be bored in their jobs. They want to feel like they are consistently learning, developing skills, and trying new things. As a leader, think about ways you can support your team with training programs, growth opportunities, career development, or mentorship initiatives. Stagnation breeds boredom and apathy. When people feel inspired and push themselves toward growth with the support of a leader, they will stay interested in the work they are doing. 

If you want to keep your employees motivated and engaged to not only stay in their positions but do work that is essential and fills gaps in your organization, you need to make sure you are supporting them properly as a leader. Start by building these habits and then make them personal to your team. When people feel seen, heard, and appreciated, everyone wins.