On a Mission to Reignite Workforce Engagement and Happiness

Why does our ambition matter to you?  

The Great Detachment is a growing challenge. Employees are feeling increasingly disconnected from their work, and the stakes couldn’t be higher. Job satisfaction has hit record lows, and while many employees are searching for new opportunities, they’re stuck in a cooling job market that leaves them disengaged and unmotivated. 

This new year, we’re challenging ourselves—and you—not just to recognise this shift but to act. Because while the Great Detachment signals a serious risk, it also presents an opportunity for leaders to reconnect with their teams and create workplaces that inspire. 

Why Employees Feel Disconnected 

The causes of the Great Detachment are complex, but they boil down to five key shifts in the workplace:

1. Organisational Whiplash

Rapid change has become the norm. Since 2020, companies have faced mass restructuring, layoffs, and shifting budgets. Employees are juggling new roles, managers are firefighting daily crises, and burnout is through the roof. It’s chaos—and not the fun, creative kind.

2. Remote Work Hiccup

Remote and hybrid work promised flexibility—and delivered it—but not without challenges. It’s not the physical office people are resisting; it’s the outdated notion that productivity equals presence. Scattered schedules, patchy communication, and unclear expectations have left teams feeling disconnected, whether they’re logging in from home or sitting at a desk in the office. The real issue? A lack of intentional connection. Simply bringing people back into the building won’t fix that.

3. Rising Customer Demands

Customers want everything faster, better, and more digital. Employees are on the frontlines, bearing the brunt of heightened expectations without always having the tools or support to deliver.

4. Shifting Employee Priorities

Employees want more than a paycheque. They’re seeking flexibility, work-life balance, and employers who actually care. When companies fall short, employees check out—mentally, if not physically.

5. Outdated Performance Management

Let’s face it: performance reviews have never been anyone’s idea of a good time. But today, they’re downright broken. Without clear goals or meaningful feedback, employees feel adrift. Recognition is rare, and development opportunities even rarer. 

The Leadership Comeback Plan 

If the Great Detachment has shown us anything, it’s that employees crave two things: clarity and connection. These aren’t just buzzwords—they’re the secret sauce to turning disengagement into dedication. 

1. Reset Expectations

Clarity is king. Employees need to know what’s expected of them, not in a vague “do your best” way but in a concrete, actionable way. Here’s how leaders can help: 

• Collaborate on goals. Don’t just dictate—discuss and prioritise
• Keep it simple. Focus on what matters most, not a never-ending to-do list.
• Check in regularly. Expectations should evolve with the workload and the team’s wellbeing.

When employees know the “what” and “why” of their roles, they’re more likely to deliver the “how” with enthusiasm. 

2. Connect Work to Purpose

People want their work to matter. They want to feel they’re contributing to something bigger than themselves. To build that connection, leaders need to: 

• Show, don’t Lead by example and live the organisation’s values.
• Tell the story. Help employees see how their work impacts the bigger picture.
• Celebrate wins. Share success stories that highlight team contributions.

Connection to purpose isn’t a top-down directive; it’s built at the team level. Managers play a critical role in making work feel meaningful. 

This is where we come in. At Simms & Associates, we’re on a mission to transform workplaces because we believe Happy People Drive Your Business. Our ambition for 2026 is to empower organisations globally to enhance workforce happiness and productivity. Through innovative WFM and HCM solutions, we aim to drive measurable improvements in employee engagement and operational efficiency. 

This isn’t just about software or systems; it’s about building workplaces where people want to belong. With tools that clarify expectations and connect employees to their organisation’s purpose, we’re here to help organisations turn challenges into opportunities. 

The Business Case for Engagement 

Let’s get real—this isn’t just about keeping employees happy (though that’s reason enough). Engaged teams deliver better results. Gallup’s research backs it up: 

• Clarity of expectations can boost profitability by 9% and improve work quality by 11%.
• Connection to mission can slash turnover by 32% and boost productivity by 15%.

In other words, investing in engagement isn’t just a feel-good exercise; it’s a strategic move that pays off for employees, employers, and customers alike

Moving from Detachment to Dedication 

The Great Detachment is a wake-up call for leaders everywhere. Employees are waiting for clarity, connection, and a sense of purpose. Those who answer the call will build workplaces where people want to stay and thrive—not just stick around because they’re stuck. 

At Simms & Associates, we’re ready to help you lead that comeback. Together, we’ll turn disengagement into dedication and create the happier, more productive teams that will drive your business forward. 

Cheers, to an engaged and happy workforce in 2025! 

Love,  Amanda