Eliyahu Lotzar, Ed.D., MSW’s Post

The Great Detachment coincides with significant declines in two critical elements of employee engagement: clarity of expectations at work and feeling connected to the company’s mission and purpose. By focusing on these two factors, leaders can address their biggest vulnerabilities in this new era of work.

The Great Detachment: Why Employees Feel Stuck Gallup shares that The Great Detachment coincides with significant declines in two critical elements of employee engagement: clarity of expectations at work and feeling connected to the company’s mission and purpose. By focusing on these two factors, leaders can address their biggest vulnerabilities in this new era of work. Come and speak to us all at Workvivo by Zoom to see how we can support you in this new era of work. https://lnkd.in/eNhH2X5x

“Too many employees are resigning… no one wants to work hard anymore.” That's how management described it! Are they really that blind, in denial, or just unwilling to admit there’s a real issue with employee retention? Today, people are leaving their jobs in search of peace, escaping stressful and ungrateful environments. It’s not always about salary—though many employees are underpaid for the amount of work they do. What they truly seek is a healthy work environment. Employees must feel valued, supported, guided, and recognized. If you want to retain and nurture talent, prioritize your culture and build a positive workplace. #EmployeeRetention #WorkplaceCulture #MentalHealth #Leadership #EmployeeWellbeing #Management #OrganizationalCulture #WorkLifeBalance

Effectively transforming your culture involves tackling specific issues that could be impacting it negatively. Assess the competitiveness of your employee benefits. Utilize employee feedback to mold your desired culture and company values. As the adage goes, “culture eats strategy for breakfast.” While profitability may seem like the ultimate objective, no business can thrive if it allows disengagement to persist. #EmployeeEngagement #CompanyCulture #Leadership #HumanRelations

Mass firings have far-reaching consequences that extend beyond the immediate loss of jobs. The ripple effects on team morale, employee engagement, and overall workplace culture can be profound and long-lasting. When a large number of colleagues are let go, it creates an environment of uncertainty and fear for those who remain. This can lead to decreased morale, as employees worry about their own job security and the future of the organization. The sense of stability and trust is eroded, making it challenging for teams to stay focused and motivated. Employee engagement takes a significant hit as well. When people see their friends and coworkers being laid off, it diminishes their emotional connection to the company. They may become disengaged, less productive, and more likely to seek opportunities elsewhere. The remaining employees often experience increased workloads and stress, further exacerbating the decline in engagement and performance. Moreover, mass firings can tarnish the company’s reputation, making it difficult to attract top talent in the future. Prospective employees may view the organization as unstable or lacking in employee loyalty, which can hinder recruitment efforts. As HR professionals and leaders, it’s crucial to approach such situations with empathy, transparency, and support. Clear communication about the reasons behind the decision, coupled with robust support systems for those affected, can help mitigate some of the negative impacts. Fostering a culture of trust and resilience is essential to navigate these challenging times and rebuild a stronger, more engaged workforce. #WorkplaceCulture #EmployeeEngagement #HRLeadership #TeamMorale #EmployeeWellbeing

Effectively transforming your culture involves tackling specific issues that could be impacting it negatively. Assess the competitiveness of your employee benefits. Utilize employee feedback to mold your desired culture and company values. As the adage goes, “culture eats strategy for breakfast.” While profitability may seem like the ultimate objective, no business can thrive if it allows disengagement to persist. #EmployeeEngagement #CompanyCulture #Leadership #HumanRelations

Effectively transforming your culture involves tackling specific issues that could be impacting it negatively. Assess the competitiveness of your employee benefits. Utilize employee feedback to mold your desired culture and company values. As the adage goes, “culture eats strategy for breakfast.” While profitability may seem like the ultimate objective, no business can thrive if it allows disengagement to persist. #EmployeeEngagement #CompanyCulture #Leadership #HumanRelations

Effectively transforming your culture involves tackling specific issues that could be impacting it negatively. Assess the competitiveness of your employee benefits. Utilize employee feedback to mold your desired culture and company values. As the adage goes, “culture eats strategy for breakfast.” While profitability may seem like the ultimate objective, no business can thrive if it allows disengagement to persist. #EmployeeEngagement #CompanyCulture #Leadership #HumanRelations

Effectively transforming your culture involves tackling specific issues that could be impacting it negatively. Assess the competitiveness of your employee benefits. Utilize employee feedback to mold your desired culture and company values. As the adage goes, “culture eats strategy for breakfast.” While profitability may seem like the ultimate objective, no business can thrive if it allows disengagement to persist. #EmployeeEngagement #CompanyCulture #Leadership #HumanRelations

Effectively transforming your culture involves tackling specific issues that could be impacting it negatively. Assess the competitiveness of your employee benefits. Utilize employee feedback to mold your desired culture and company values. As the adage goes, “culture eats strategy for breakfast.” While profitability may seem like the ultimate objective, no business can thrive if it allows disengagement to persist. #EmployeeEngagement #CompanyCulture #Leadership #HumanRelations