Human relationships need to be based on respect, and they always involve emotions. The relationship between husband and wife in marriage, for example. In order to last, of course, the relationship is not only based on affection, but there also needs to be mutual give and take, complement each other, and also understand what their partner's weaknesses and strengths are.
In the context of the world of work, healthy relationships between superiors and subordinates - as well as fellow employees - need to be based on respect, full of trust in colleagues, and willing to cooperate with each other.
Then, what if a relationship has lost its flavor, there are no more emotions that ignite sparks of passion to achieve a common goal? Then, at this point there will be the potential for the relationship to break.
In workplace relationships, professional relationships that are established without emotion lose their meaning. What remains are machine-brained workers who move according to their program from morning and disperse in the afternoon. Then it is repeated over and over again, without leaving a memorable trace.
Unhappy employees, who do their jobs without passion, may be part of The Great Detachment phenomenon. This term refers to the phenomenon of massive disconnection that individuals and societies experience from the values, communities, and meaning of life that used to be the foundation of life together.
The Great Detachment can come in the form of alienation from meaningful work, social alienation due to technology and urbanization, distrust of public institutions, and spiritual emptiness in the midst of material progress.
This phenomenon is not just a psychological or social problem, but also a philosophical issue that touches the core of human existence: why do we live together?
In practice, this phenomenon encourages those who suffer from it to continue to perform their duties with high professionalism and meet set targets, but begin to distance themselves emotionally and psychologically from work.
Work tasks or activities also tend to be perceived as responsibilities that must be completed, no longer as a calling or a means of self-actualization. Employee motivation shifts from loyalty to the company to a focus on life balance and personal fulfillment.
This phenomenon is triggered by various factors. But primarily, younger generations, especially millennials and Gen Z, are increasingly looking for meaning in the workplace. Not just in terms of salary, but also flexibility, life balance, and overall positive impact on life.
The Great Detachmenthighlights the need for a new approach to understanding employees' relationship with work. Adaptive strategies that focus on meeting employee needs are essential.
The three main steps that can be taken are strengthening employee engagement through a holistic approach, providing flexibility to support work-life balance, and focusing on employee mental health.
This way, companies can maintain employee productivity and loyalty in the long run.
So in its activities, a company needs to have meaningful joint activities, not just those with consumptive motives, so as to restore a sense of connection. Replace the competition paradigm with the caring paradigm.
And, although it can have negative connotations, Great Detachment can be a call to reclaim meaning, not just fill in the gaps. It challenges us to rebuild bridges between self, others, and the world, with existential courage, spiritual gentleness, and social commitment.
