From the Great Resignation to the Great Detachment: A Call to Action for Leaders & HR

The world of work is at a critical turning point. What began as the Great Resignation (2021–2023)—a mass exodus of employees seeking better conditions—has now evolved into the Great Detachment. Employees are staying, but they’re disengaged, disconnected, and unmotivated. 

For leaders and HR professionals, this is a wake-up call: Do nothing, and disengagement will continue to erode productivity, culture, and retention. Act now, and we can drive the Great Re-Engagement.

The Great Detachment: Why Employees Are Checked Out 

May 2021–2023: The Great Resignation—Employees actively quit in search of better pay, flexibility, and purpose. 

End of 2023: The Great Detachment— Employees stay out of necessity, not loyalty. They feel constrained by: 

• Financial pressures and cost-of-living crises 

• A competitive job market with fewer desirable roles 

• Burnout and lack of meaningful work 

This shift means many employees are physically present but psychologically absent—showing up without engagement, passion, or commitment. 

Who’s Feeling the Impact the Most?

Not all generations are experiencing detachment equally. Millennials and Gen Z are the hardest hit. 

1. Millennials (1981–1996): The Burnout Generation 

• Raised in a hustle culture, now exhausted, disillusioned, and stuck.

• Sought work-life balance after the Great Resignation but were met with layoffs, return-to-office mandates, and economic uncertainty. 

• Many are now in middle management, caught between senior leadership pressures and disengaged teams. 

1. Gen Z (1997–2012): The Disillusioned Newcomers 

• Entered the workforce amid pandemic disruption and remote work. 

• The least engaged generation (Gallup, 2023)—questioning the value of work itself. 

• Quiet quitting and job-hopping are rising as they prioritise mental health over workplace loyalty. 

• Struggle with traditional leadership styles that ignore DE&I, well-being, and flexibility. 

The Warning Signs Leaders & HR Can’t Ignore 

1. Lack of Purpose—Employees crave meaningful work but aren’t finding it. 

2. Distrust in Leadership—Top-down management and lack of transparency fuel disengagement. 

3. Mental Health Struggles— Burnout and stress are at all-time highs. 

4. Forced Return-to-Office Backlash—Employees thrived in hybrid work and feel reverting back is a step backward. 

5. Economic Constraints—The rising cost of living makes employees feel trapped in jobs they don’t enjoy.

What Leaders & HR Must Do to Drive the Great Re-Engagement 

Leaders and HR professionals must act now to stop the spiral of disengagement. Two critical areas must be addressed: 

1. Reset Expectations & Priorities 

Without clear expectations, employees become directionless and disconnected. How to fix it:

✔ Set expectations collaboratively with employees 

✔ Ensure alignment with team and business goals 

✔ Regularly discuss workload and well-being 

2. Connect Work to Mission & Purpose 

People don’t just want a job—they want to belong to something bigger.

How to fix it:

✔ Clarify and model the company’s mission & values 

✔ Show employees how their work contributes to something meaningful 

✔ Encourage employees to share what makes them proud 

The Essential Competencies Leaders & HR Need 

To successfully re-engage employees, leaders, and HR professionals must develop key competencies: 

1. Emotional Intelligence & Empathy—Build trust and psychological safety 

2. Human-Centered Leadership—Lead with authenticity and purpose 

3. Communication & Active Listening—Foster open, two-way dialogue 

4. Employee Well-Being & Mental Health Awareness—Prioritise balance and support 

5. Adaptability & Future-Readiness—Embrace change, hybrid work, and AI 

6. Engagement & Retention Strategies—Recognise, reward, and create belonging 

7. Coaching & Development Mindset—Shift from managing to mentoring

8. Strategic Workforce Planning & Change Management—Align engagement with business goals 

Leaders, HR: The Time to Act is Now 

The Great Detachment is a silent crisis. It doesn’t make headlines like mass resignations, but its impact is just as dangerous. Unchecked disengagement leads to poor performance, higher turnover, and a toxic workplace culture.

Leaders and HR professionals must take bold, intentional steps to re-engage their workforce. Organisations that listen, adapt, and create a workplace of meaning and purpose will thrive. Those that ignore the signs risk falling further into the detachment trap.

🔹 Are you ready to lead the Great Re-Engagement? It starts today. Reach out to our amazing partners at Circle & Square. Cindy, cindy@circleandsqaure.co.za, or Michal, michal@circleandsqaure.co.za to re-engage your workforce: https://www.circleandsquare.co.za/