Feeling despondent at work? Why 2025 is the year of 'The Great Detachment’
It’s been a little over a month, but the joy and merriment that accompanies the festive season now feels like aeons ago. As January trudges into February, many workers will find themselves trying to re-establish former routines. Of course, it’s never easy to head back behind a computer screen and start checking emails following an extended period of leave – however, due to a combination of internal and external factors, some of us have found returning to work more challenging this year.
The UK job market is thought to be cooling, with more than two jobseekers for every available vacancy. Meanwhile, according to flexible workplace provider Instant Offices, search interest for ‘annual leave’ has risen by 13 per cent in January; ‘burnout’ has increased by 11 per cent; and search for ‘remote work’ is up by 15 per cent – signalling a decline in motivation towards current roles and working conditions. This combination points to a general feeling of lethargy in the workplace, leading to some career experts citing 2025 as the year of ‘The Great Detachment’.
What is The Great Detachment?
Unlike the Great Resignation of 2021, which saw workers quit or switch careers en masse, the Great Detachment is seeing people stay in their jobs, but express ongoing dissatisfaction in their roles. Think of it as akin to ‘quiet quitting’ – only the staff have nowhere new to go. It’s a worrying state of affairs; the Glassdoor Worklife Trends 2025 Report recently found that 65 per cent of employees are feeling trapped in their current roles.
So, what has prompted this widespread despondency from our desks? According to Charlie O’Brien, head of people at the HR software platform Breathe HR, it is a hangover effect from a myriad of changes.
“Over the past five years, we've faced a multitude of challenges: a global pandemic, political upheaval, and economic instability,” she tells Harper’s Bazaar. “Many companies have had to restructure, lay off staff, and implement budget cuts. As a result, a lot of people have chosen to stay in their current roles, hoping to see out the uncertainty.
“Unfortunately, many companies are still struggling and those looking for new opportunities are encountering a cool job market. To make matters worse, many employers are backtracking on flexible working arrangements – something that’s become non-negotiable for many. This has left many frustrated and questioning the stability of their careers.”
She continues: “This feeling of being stuck – whether it's in a job, a career path, or just trying to navigate an unpredictable world – is feeding into a broader sense of detachment from traditional work and long-term commitments.”
However, for some leading career voices, this sense of dejection goes well beyond the workplace.
Molly Johnson-Jones, CEO and co-founder of the future of work experts, Flexa, explains to Bazaar: “For most people, levels of satisfaction around their health, relationships, homes and personal lives are also likely to have declined in recent years. These areas have a knock-on effect on how we feel and show up at work.
“So, while employers have a duty of care to staff and should consider employees’ needs, individuals have a degree of personal responsibility for their own happiness and satisfaction. Giving staff more autonomy can help empower teams to take control of this.”
While workers are accountable for their attitudes when showing up for work, there are ways for senior leaders and line managers to reinvigorate employees who have fostered a sense of detachment to their roles.
What can managers do to help ease dissatisfied employees?
Nebel Crowhurst, the chief appreciation officer at Reward Gateway, explains that healthy and regular communication with workers can help ease dissatisfaction. “Effective, open, honest and transparent communication is required from leaders in order to help employees feel that they are part of the organisational purpose and understand the role they play in the strategy and vision,” she explains. “Our Economic Value Study highlights the importance of communication in how we create motivation in the workforce.”
Crowhurst adds that decent managers should also consider how they can support their employees’ overall wellbeing. “Life presents many stress points for people, so employers need to consider how they can reduce some of these stress points,” she says. “The benefit is that if employees feel fit, healthy and resilient, they will be more productive in their work. Looking at wellbeing holistically is important, by providing solutions that are not only focused around physical wellbeing, but also mental, emotional and financial wellbeing.
“Taking the approach of ‘whole-being’ will not only positively impact workforce productivity, but employee engagement and advocacy will increase too. Employees who feel cared for and supported by an employer are more likely to want to stay.”
O’Brien agrees, saying that each manager needs to understand each team member's individual needs. “For some, it’s all about career progression and learning opportunities; for others, it’s the flexibility to balance work and personal life. By understanding what drives each employee, leaders can align work with their individual values and ensure they’re meeting their needs,” she says. “If you can inspire your team to pursue opportunities that fuel their career growth, you’re doing more than just filling a role; you’re helping them see how their current work contributes to their long-term goals.”
What do to if you are feeling detached
For workers who are feeling detached, Johnson-Jones suggests a three-point plan.
1/ First, consider some introspection. “Identify the root cause of any feelings of detachment,” she says. “Is the issue your working environment, workload, management, salary or wider benefits – or lack thereof? Or, is it a lack of alignment between the work itself and your personal values?
2/ Once you've identified the root cause, it's time to plan a course of action. “Perhaps you need to ask for more flexibility, a pay rise, more responsibility, more support or more feedback,” she suggests.
3/ Even if the conversation may be tough, once you have ascertained the reasons you are feeling despondent at work, talking to managers may help focus your goals. “Speaking openly with your manager about what changes could help make your work experience more fulfilling can help you find a way forward,” O’Brien agrees. “Taking these steps can help you get back on track.”
How do you know when it's time to move on?
But if there’s a sustained level of detachment towards work, despite adjustments being made to help, it may be worth considering moving on to new opportunities.
“There’s no one-size-fits-all answer, and the decision will always depend on your situation,” O’Brien says. “At different points in our lives, staying in a job that feels familiar, secure, and stable can be incredibly valuable. On the flip side, there are times when we crave a new challenge, want to push ourselves with a steep learning curve, and seek professional growth.
“Only you know if you’re ready to take on something new, or if staying put and making the most of the opportunities in front of you is the right choice for now. Trust yourself to make the decision that feels right for you and your capacity at this moment in your life.”
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