Employee detachment is on the rise. Many are holding on by a thread, disengaged from their work yet hesitant to leave. Gallup researchers have dubbed this phenomenon the Great Detachment, and as HR professionals and leaders, you’ve likely witnessed its impact firsthand.

A disengaged workforce doesn’t just affect morale—it erodes productivity, innovation, and ultimately, retention. 79% of employees report feeling work detachment. 56% of employees who reported often feeling lonely at work also say their productivity is negatively impacted by this loneliness. So, how can organizations break the cycle? Here are eight critical steps to reconnect and re-engage employees before detachment turns into departure.

• Check In—And Really Listen

Engagement begins with conversation. Frequent, meaningful check-ins help leaders understand why employees feel detached and what support they need to feel connected. Try asking:

• • How are you really doing?
  • On a scale of 1-10, how’s your work experience right now?
  • How can I best support you today?

By fostering transparent, empathetic communication, leaders create a culture where employees feel valued and heard.

• Build a Listening Strategy

One-off check-ins aren’t enough. Companies need a structured approach to consistently gather and act on employee feedback.

• • Use surveys to assess engagement levels and trends.
  • Publicly share results and outline action plans based on feedback.
  • Equip managers with tools to conduct regular pulse checks.

Listening isn’t just about collecting data—it’s about acting on it to make meaningful change and connection.

• Invest in Growth and Development

Employees stay engaged when they see a future within the organization. A clear career development path, paired with ongoing training, mentorship, and skill-building opportunities, keeps employees motivated and invested in their roles. Once again, this step helps employees feel connected. 

• Recognize and Appreciate Contributions

A staggering 78% of employees report that recognition impacts their motivation at work, yet only 22% feel they receive enough. Simple, genuine appreciation—from a quick thank-you to public acknowledgment—goes a long way in boosting connection and morale.

• Celebrate the Whole Employee

People aren’t just employees; they’re individuals with lives outside of work. Celebrate personal milestones—whether it’s running a marathon, buying a home, or welcoming a new family member. This reinforces that employees are valued not just for their work but for who they are and makes them feel connected.

• Clarify Priorities and Purpose

Disengagement often stems from a lack of clarity. Employees need to see how their work contributes to the bigger picture. Help them connect the dots.

• Empower Managers to Lead Engagement

Managers play a critical role in engagement and connection, yet many are expected to lead without proper support. Invest in their development by providing training, resources, and authority to drive team engagement effectively.

• Ensure Fair Compensation and Work-Life Balance

Money isn’t everything—but it matters. To feel reconnected to work, employees want:

• • Better work-life balance and flexibility (47%)
  • Increased pay and benefits (45%)
  • Clearer communication from leadership (44%)
  • More recognition (34%)

Fair compensation and reasonable workloads lay the foundation for a motivated workforce.

Breaking Free from the Great Detachment

Workplace detachment is a real and pressing challenge. But organizations that take proactive steps to engage employees—through meaningful check-ins, recognition, career development, and fair compensation—will not only retain talent but create a thriving, committed workforce. The best way to counter detachment is by fostering meaningful connections-between employees and their colleagues, their managers, their career paths, recognition, work-life balance, and compensation.

The time to act is now. Engagement isn’t just a nice-to-have; it’s the key to long-term business success.