The Great Detachment: Understanding Workplace Discontent in 2025
Posted by Improving Lives Counseling Services, Inc. | Mental Health
Remember studying Maslow’s Hierarchy of Needs? It was a five tier framework for understanding human motivation by suggesting individuals must fulfill basic needs before progressing to higher level needs. Throughout the 19th and 20th century, most working people were happy reaching the first and second tiers: food, water, shelter, clothing, health, employment, property, family, and social activity. They found a good paying job and as long as there was a weekly or bi-weekly paycheck, they remained there through retirement.
Today GenX, millennials, and GenZ want and expect much more. Despite the juxtaposition between a low employment rate, and sources reporting a hiring freeze, these generations are telling employers to “Take This Job and Shove It,” the title of a song written by David Coe as a way of psychologically protesting – “The act of expressing dissent or opposition to a situation driven by feelings of injustice, and the desire to bring about change, with individual emotions like anger, frustration, and expectation.” (AI)
Where those older than 60 were happy at Maslow’s “safety and security” tier, GenX wants and expects the first three tiers, and millennials and GenZ demand the first four. In the late 1990s and early 2000s, workers were asked what mattered most in a job. Interesting work, a feeling they were contributing, and open communications topped the list. Today’s workers want purpose, meaning, creativity in the work they do, and confidence that they are doing a good job. They want to be seen as individuals with unique talents and abilities, to feel a sense of connection, be considered as moral, have a high sense of self-esteem, respect for their inner potential and the respect and acceptance of others – all five tiers of Maslow’s Hierarchy.
We’ve all heard, “young people today want too much, have too much, think they deserve too much, and think they know much more than they actually do,” – but whose fault is that? The over 60 working population insisted on a better life for their children. They worked hard to provide a big house in the right neighborhood, the best schools, stylish cloths and shoes, loads of extracurricular activities, the latest tech, and a college education. They reared these unhappy workers who insist there are limited job options that meet their tier four “self-esteem.” and tier five “self-actualization” needs. Gallup Polling calls this “The Great Detachment.”
THE GREAT DETACHMENT
“The Great Detachment refers to younger employees who are experiencing increased job dissatisfaction, disengagement, and burnout, and feel stuck in roles that do not inspire them. Despite their desire to leave, they often feel trapped due to intense competition in the job market. This rising trend is reshaping how we understand workplace engagement and the mental health of employees, particularly among Gen Z and Millennials.”
According to a recent report from the workplace advisory team, “Americans’ happiness at work has eroded; just 18% are extremely satisfied with their jobs today, down from 26% pre-pandemic.” Though the employment rate is at an all-time low, these workers see it as a cooling job market. Could this be because younger workers might be lacking strong work ethics, patience, resilience in the face of challenges, strong face-to-face communication skills, the ability to adapt to traditional work structures, and the acceptance of delayed gratification. Are they prioritizing flexibility and personal fulfillment over long-term commitment in the workplace? Are they spoiled? Corporate America (executives / owners) say no. These generations are seeking a “Collaborative Work Culture.”
“A collaborative work culture is a workplace environment where employees are actively encouraged to share ideas, knowledge, and efforts with one another, working together as a team to achieve shared goals, prioritizing open communication, mutual respect, and the belief that collective input leads to better outcomes; essentially, it’s a culture where collaboration is the norm, not just an occasional practice.” (AI)
More than 50% of workers in the United States say their jobs are reliant on collaboration. About 75% of employees rate teamwork and collaboration as being very important. Fifty-six percent of employers use online collaboration tools and social media to communicate with employees. Google, HubSpot, Adswerve, Microsoft, Amazon, dataworld, Airbnb, and Disney are just a few companies with collaborative work cultures.
THE GREAT RESIGNATION
Prior to “The Great Detachment”, the world experienced “The Great Resignation”, a widespread trend that began in early 2021, characterized by an unprecedented number of people voluntarily leaving their jobs. This phenomenon gained momentum in the United States and other parts of the world during and after the COVID-19 pandemic. Many discovered they could live without two incomes, without spending hours stuck on a highway, without depending on childcare, or the frustration of impressing a boss and co-workers. Many forced to work from home during COVID found in-home childcare, home schooling, and working from home too much, reassessing their work-life balance.
Others realized the benefits of working from home, leaving corporate America for remote work options, flexible hours, and improved working conditions. With the addition of The Affordable Care Act (Obamacare), they could now afford their own health insurance, the one thing which formerly kept them in jobs they didn’t want or like. Working from home has given U.S. workers the opportunity to live anywhere within the United States or internationally. This can be seen in apartment leasing and home buying trends – everyone requires a home office and good internet because they work from home. “Studies on whether remote work helps or hinders productivity are mixed, but a few things are clear: workers want the option to work remotely more than their company allows and strict return-to-office mandates can lead to frustration and turnover.” While some viewed The Great Resignation as a necessary shift toward empowering workers, others expressed concerns about its impact on business operations and economic stability. Many politicians, and corporate and business leaders, are insisting employees return to the workplace, making it a 2025 political issue.
The counselors, therapists, and clinicians of Improving Lives Counseling Services offer in-person, and virtual (online) counseling, providing the guidance and tools needed to discover, shape, and successfully live a work-life balance.
GALLUPS FINDINGS – EMPLOYER v EMPLOYEE
During the past four years, companies have faced significant workforce shifts: initial layoffs at the start of the pandemic, a wave of rehiring during the economic recovery, high turnover rates during the Great Resignation, and now, reduced hiring due to stock market fluctuations and rising inflation. According to Gallup, 70% of workers report organizational disruptions in the past year. These challenges have resulted in team restructures, expanded job responsibilities, and budget reductions. Additionally, many workplaces are still navigating the challenges of hybrid and remote work arrangements.
Evolving Employee Expectations and Workplace Challenges
Organizations are navigating a significant challenge as employee expectations continue to evolve in the post-pandemic landscape. Employees now prioritize work-life balance, competitive compensation, and flexible remote work options. When employers fall short of meeting these needs, employees often feel undervalued, which can prompt them to reconsider their long-term commitment to their roles. During the past four years, evolving employee and workplace expectations have driven significant shifts in the workforce. Companies navigated initial layoffs during the pandemic, rehiring during the economic rebound, and high turnover during the Great Resignation. Now, reduced hiring driven by stock market volatility and inflation is shaping the landscape.
At the same time, many employees face heightened demands from clients and customers. According to Gallup, 56% of workers have noticed increased customer expectations since the pandemic, with many reporting that customers are more demanding than ever. Additionally, Gallup highlights that fully remote workers tend to feel less connected to their organization’s mission or purpose compared to their hybrid counterparts, potentially fueling dissatisfaction and turnover.
A core issue is the disparity between employee expectations and workplace offerings. As work-life balance, enhanced compensation, and remote work flexibility become increasingly important, the gap between what employees want and what employers provide leaves many workers feeling undervalued and questioning their future with their organizations.
PSYCHOLOGICAL EFFECT
People have psychological needs from their employers that go beyond compensation. They want security, recognition, trust and autonomy; to know they’re making a difference, and the opportunity to learn and grow. Today’s under 50 workforce want work that aligns with personal and ethical values, clear expectations, and equal treatment. Millennials and GenZ want racial, cultural, religious, gender, and economic diversity in the work place. They prioritize inclusion, their effect on the climate, physical wellness, and mental health.
Employer Impact – Dissatisfaction – Psychological Effects
Team restructures and layoffs have significantly affected middle management, increasing their workload while reducing available resources. Simultaneously, many leaders lack confidence in their performance management systems, leaving organizations without an effective way to set clear expectations, recognize achievements, and support employee development. As a result, many workers feel uncertain about what is expected of them. Only 45% of employees report knowing what’s expected of them at work and just 30% feel that their company’s mission gives their job a sense of importance.
When employees are dissatisfied, corporate managers may experience various negative psychological effects, including heightened stress, guilt, frustration, reduced job satisfaction, feelings of failure, and a potential decline in self-esteem. They often feel responsible for the unfavorable work environment and its effect on team productivity and morale. This can also lead to anxiety about potential repercussions, such as high turnover rates and decreased company performance.
Younger workers, new employees, hybrid workers, and white-collar professionals are most likely to report they don’t have clear expectations for their jobs. And connection is low among younger employees, fully remote workers, and front-line workers, as workplaces continue to adapt to the challenges and opportunities of hybrid and remote work – the cost of half-filled office buildings, working across time zones, and trying to make employees (some of whom they’ve never met) feel part of the team.
SUMMARY
There is a Disk Test which helps leaders identify how they lead others. It also outlines the differing personality types of the workers they employ. Each personality type processes information, and responds to guidance and training differently. And through values and beliefs, each worker brings experiences, home life, and environment into the workplace. To meet the psychological needs of today’s employees, each worker must know and understand the company’s mission and be well-trained with clear expectations. They must know their work is aligned with the company’s goals and be included in conversations on workload, distribution, and timelines.
As workplace leaders continue to adapt to the challenges and opportunities of hybrid and remote work, they play a role in clarifying and modeling the mission and values of the business, helping employees see how they contribute to something bigger, asking employees to share what makes them proud of their work, and ensuring the employee experience aligns with the company’s values.
Improving Lives Counseling Services offers in-person and on-line individual, couples, family, and group employer / employee counseling sessions. 2025 is bringing major changes to how, where, and when people work. We can help. Call us to learn more.
