Why are more employees starting to feel this way? The simplest answer: stress. However, it’s never that simple. According to the report, 49% of employees said their top stressor is a large workload, followed by 36% feeling stressed about the lack of career growth at their company.

Another reason employees are feeling disconnected is due to low pay, with 33% of respondents citing pay as the top factor having a direct impact on stress levels. But there are still other factors leading to employees feeling detached ;for example, 23% of employees say they don’t align themselves with the company’s mission or values, whilt others also struggle with unclear expectations (34%) and poor management (31%).

“To reverse the workplace conditions that are leading to the Great Detachment, organizations need to focus on addressing the root causes of the trend: clarity of expectations at work and feeling connected to the company’s mission and purpose," says Mindi Cox, chief people offiver at O.C. Tanner.

“Companies that fail to address these stressors risk losing their best talent to competitors, offering better work-life balance and career progression,” the report says.

Dr. Meisha-ann Martin, vice president of people analytics at Workhuman, suggests open conversations between employees and leadership positions. "Setting aside time to discuss where employees are thriving, where they may be holding back, and the state of their overall wellbeing is key. These open, two-way conversations reflect a leadership style that values employees as whole people—acknowledging that they have lives outside of work and, yes, will make mistakes along the way. At the end of the day, it's all about treating employees like the adults that they are, which sounds so simple, but really does make a world of difference," Martin says.

Related: Fear and fatigue: The state of employee engagement

According to the report, 65% of respondents say connection is “extremely” or “very important” to their wellbeing, while 56% of employees experiencing loneliness say it “negatively impacts their productivity”.

Now, what can employers do to help their employees? The report says employees want stronger work-life balance/flexibility (47%), higher pay or better benefits (45%), clear leadership communication (44%), recognition/appreciation (34%), and opportunities for growth (28%).

"Organizations can help reverse the effects by creating workplaces where employees feel valued, seen, and empowered to do great work. A meaningful, heartfelt message of appreciation that details how an employee’s contributions ladder up to the organization’s success can transform a passive workforce into a community built on collective respect and empathy," says Martin.

“Employees want to feel valued, heard, and supported in their roles," adds Escalera. "Leaders who prioritize engagement through clear expectations, fair compensation, and a strong company mission will see stronger retention and productivity."

It's clear employees want to feel valued at work, but that might look different for each employee. Cox notes, "I would invite those leaders and organizations who are looking to foster a true connection to their people to consider enhancing their appreciation and recognition practices first. Why? Strategic, integrated recognition practices play a pivotal role in making sure your people understand what is valued and confirm their contributions are seen and appreciated.

"For recognition strategies to be successful in minimizing detachment and fostering connection, appreciation needs to flow regularly from the company and its leaders," Cox adds. "This will work to not only amplify achievements across teams and departments but inspire people to feel connected to the purpose of the organization. Inspiration is the antidote to detachment."