Imagine showing up to work every day but feeling like you’re just going through the motions – uninspired and bored, but not so unhappy that you’re ready to quit.
You’re not alone – many employees feel stuck and disconnected from their work.
This is called ‘The Great Detachment,’ and it’s causing big problems for workplaces everywhere.
But we have good news – simple tools like employee surveys can help bridge the gap and bring teams more fulfilment.
In 2024, employee engagement reached an 11-year low.
Think of The Great Detachment as employees mentally checking out while staying in their jobs – it’s a similar situation to quiet quitting.
With cost-of-living pressures making people cautious about switching roles, more employees are sticking around in their jobs for security, but feeling uninspired and disengaged.
This is leading people to doing the bare minimum, feeling undervalued and disconnected from their teams.
The Great Detachment doesn’t just hurt individuals, it slows down entire workplaces from succeeding.
Disengaged employees don’t just feel unhappy – they also struggle to do their best work. And when people feel disconnected – productivity drops, creativity stalls, and teams can lose their spark.
Overtime, this can lead to higher stress levels, burnout, and eventually employee retention issues.
The Great Detachment shows just how important it is to truly listen to employees. People want to feel valued and connected, and that starts with understanding what they’re experiencing. Employee engagement platforms like Stribe help create that connection by giving everyone a safe space to share their thoughts, helping teams build trust and make meaningful changes together. 
Employee surveys might seem simple, but they’re one of the most powerful tools HR teams have to address alarming employee disengagement issues.
Why? Because they give employees a safe, structured way to speak-up and share what they’re really thinking and feeling at work.
Here’s how employees surveys can make a difference:
Sometimes people don’t speak up in meetings or one-on-ones, especially if they feel their opinions won’t be heard. Surveys create a space where everyone, from the most confident, to the quietest team member, can share their honest thoughts.
It’s easy to assume what’s wrong, but surveys reveal the truth. Is it poor communication? A lack of recognition? Too much workload? Finding out the root cause of disengagement is the first step to fixing it.
Asking for feedback – and acting on it – proves to your employees that their opinions matter. This also helps to create trust and reassures your team that the organisation is serious about making things better.
When executed well, surveys aren’t just about collecting data – they bridge the gap between what employees experience and what leadership understands, paving the way for positive change.
Even small adjustments, based on survey insights, can make a big difference to how people feel at work.
If you want your employee surveys to make a real impact, it’s important to do them right.
A well-designed survey can build trust, uncover valuable insights, and drive meaningful change. Here are some simple tips to make your surveys better:
Long, complicated surveys can feel like a chore. Focus on pulse surveys; asking just a few meaningful questions that get to the heart of what you need to know.Employees are far more likely to respond – and respond honestly – when they don’t feel overwhelmed.
People are more honest when they feel safe. Anonymity gives employees the confidence to share their real thoughts, especially if they’re speaking up about difficult challenges or concerns.
Avoid vague or overly complex questions. Instead, ask clear, actionable and measurable questions that focus on a single theme.We have plenty of survey templates if you search through Stribe’s Resources, but we also have a unique feature that helps you write better survey questions in seconds – it’s called Survey Tune.
Don’t bombard employees with surveys every week. Instead, choose moments that make sense – after a big project wraps up, during quieter times of the year, or when planning for new initiatives. Timing matters so you don’t give your team survey fatigue.
There’s nothing worse from an employee’s perspective than sharing your thoughts and never hearing back from those in charge.
Once the survey results are in, share what you’ve learned and explain what changes you’re planning to make. Even if you can’t fix everything right away, showing that you’re listening builds trust.
Using the right employee survey platform can make all the difference. Look for survey tools that are easy to use, accessible to everyone, and can handle data analysis without giving you a headache.
Low engagement costs the global economy $8.8 trillion dollars, or 9% of global GDP.
Surveys are only as good as what you do with the results.
Start by identifying common themes in the feedback – what are employees consistently saying?
Focus on one or two areas you can improve quickly and make a clear plan.
Communicate openly about what you’re doing and why, so employees see their input driving change.
Even small steps, like tweaking processes or acknowledging concerns, shows you’re listening.
Employee surveys aren’t just a box to tick – they’re a powerful way to reconnect with your team, tackle disengagement, and build a stronger, happier workplace.
By giving your employees a voice and acting on their feedback, you can turn challenges like The Great Detachment into opportunities for positive change.
Starting out her early career as a journalist, Jade Madeley is an accomplished content writer with 8+ years’ experience across business, personal finance, SaaS, human resources and employee engagement. Working with Stribe, she crafts insightful content that brings complex HR topics to life and drives meaningful action.
