In my own conversations as a coach and founder of Most Loved Workplace®, I see the same pattern: too many people feel emotionally disconnected from their jobs. They show up physically but have checked out mentally, finding little meaning or motivation in the work. As we head into 2025, one thing is clear in every HR leader’s mind – we must urgently rebuild emotional connection in the workplace. In fact, I believe it’s the foundation for solving our biggest workplace challenges, from quiet quitting to low engagement to manager capability gaps.
Quiet quitting – the act of employees doing no more than the bare minimum – has swept through workplaces in recent years. Gallup warns of a looming “Great Detachment,” with employee disengagement at alarming levels.
As the CEO of Best Practice Institute and Most Loved Workplace®, I’ve spent years researching what makes employees love their jobs. I’ve learned that when people feel deeply connected – to their team, their leaders, and their company’s purpose – they bring their best selves to work. In this article, I’ll break down Gallup’s latest findings on 2025 workplace challenges and share why a culture of emotional connectedness is the antidote. I’ll draw on my research (including our Love of Workplace Index™ and SPARK model) and real examples from certified Most Loved Workplaces® in tech, finance, hospitality, and manufacturing. My goal is to equip you, as HR leaders, with insight and actionable strategies to build the emotional bonds that turn disengaged employees into inspired ones. Let’s dive in.
Disengagement Nation: The “Great Detachment” Threatening 2025
Gallup’s recent report on workplace trends paints a stark picture of the 2025 workforce. Employee engagement in the U.S. remains stubbornly low, and a majority of workers report feeling emotionally detached from their employers. In other words, quiet quitting has gone mainstream – by late 2022, roughly 50% of the workforce were “quiet quitters,” doing the bare minimum due to lack of connection
This disengagement isn’t just an attitude problem; it’s destroying productivity and innovation on a massive scale. I’ve spoken with many HR leaders who are alarmed by slumping morale and performance, even as they implemented perks and hybrid work options. The missing ingredient, in my view, is emotional connection – that sense of belonging, purpose, and care that inspires people to give their all.
Another challenge Gallup highlights is a glaring manager capability gap around feedback and recognition. Gallup found that about half of managers think they provide weekly feedback, yet only 20% of employees agree they’re getting it.
That’s a huge disconnect. Too often, managers don’t know how to communicate in ways that make employees feel valued. When praise and coaching are scarce, good work goes unacknowledged and problems fester. It’s no surprise that lack of recognition is cited as a top reason people disengage. As I often advise leaders: if your people feel invisible, you will lose their passion. Frequent, sincere feedback is a simple way to show respect and caring – core elements of emotional connectedness.
Gallup also points to other trends – economic uncertainty creating disgruntled “trapped” workers, record-low wellbeing, stalled AI adoption due to change fatigue, and ongoing struggles with hybrid teamwork. These issues may seem disparate, but to me they share a common thread. Each is made worse when employees feel isolated or distrustful. Conversely, they’re eased when people feel supported, heard, and connected. For example, hybrid teams thrive only when there’s strong trust and communication across distances. AI initiatives succeed when employees believe leadership is invested in their growth (not just in new tech). In short, improving anything in today’s workplace requires engaged people who believe their company cares about them. That emotional commitment is the critical lever. And building it is where HR must lead boldly.
Emotional Connectedness: The Antidote to Quiet Quitting
Re-engaging our workforce starts with understanding what truly drives humans at work. Yes, competitive pay and perks have their place – but they are not enough to win hearts. My research at Most Loved Workplace consistently shows that respect, purpose, and camaraderie outweigh money once basic needs are met. In fact, a recent Most Loved Workplace study found only 20% of employees who left a company did so primarily for better pay, whereas over 90% left due to feeling a lack of respect.
Think about that: people are overwhelmingly more likely to quit because they feel disrespected or disconnected, not because they weren’t paid a premium. Respect is emotional – it’s about feeling seen and valued. When that’s missing, disengagement and turnover skyrocket.
On the flip side, when employees love their workplace, the outcomes are astounding. Our data shows that employees are 95% more likely to stay with a company 2–4 times longer, and 94% more likely to perform 2–4 times better, when they feel a strong emotional connection to their workplace.
Let that sink in – nearly double the retention and performance! I’ve witnessed this in countless Most Loved Workplace® certified companies. Employees who are emotionally connected – who feel bonded by trust, aligned in values, and united by a common purpose – simply go above and beyond. As I discussed with Dr. Candace Steele Flippin on my Leader Show podcast, engaged employees who feel connected to their work “perform well and go above and beyond what is expected,” whereas those lacking that connection become stagnant or leave.
Emotional connection is the X-factor that transforms “quitters” into committed contributors.So what exactly is emotional connectedness in a workplace context? It’s that feeling of belonging to a work community where you are appreciated for who you are and what you do. It’s when employees say, “I trust my team and they trust me,” “My leaders have my back,” and “I’m excited about where we’re headed.” This goes beyond employee engagement in a transactional sense – it’s deeper, more personal. Emotional connectedness means people care about the company’s success because the company cares about them. Work becomes more than a paycheck; it provides meaning, growth, and relationships. Gallup noted that work can offer “meaning, social connection, and community—when people are managed in ways that align with their strengths and needs”.
In other words, treat people as humans craving purpose and connection, not just as resources, and you unlock their potential.I often say the new competitive advantage is a culture of love and connection. Some leaders raise an eyebrow at the word “love” in a corporate setting. But we’re not talking about romance – we’re talking about genuinely caring for your employees’ well-being and success. It’s the kind of love that great teams and families have: respect, trust, empathy, and unity. When that’s present, magic happens. Productivity rises, innovation flows, and even difficult changes (like adopting AI or reorganizing teams) are embraced rather than resisted, because employees know the why and feel part of the journey. A healthy culture based on “love” fosters teamwork, raises morale, boosts efficiency, and improves retention – crucial in an age of quiet quitters.
If there’s one lesson I hope every HR leader carries into 2025, it’s that emotional connection isn’t a “soft” nice-to-have – it’s the core driver of hard business results.
From Gallup to Great: What Most Loved Workplaces Do Differently
By now you might be wondering: “This sounds great in theory, but how do we actually build an emotionally connected culture?” To answer that, let’s look at what certified Most Loved Workplaces® are doing. As the organization that produces the Top 100 Most Loved Workplace list (published in partnership with Newsweek), we analyze companies that excel in employee sentiment. We’ve identified common practices across these diverse companies – patterns that any organization can learn from. In fact, we codified five key practices in our Love of Workplace Index™ SPARK Model, which we use to assess and coach companies toward a more loved culture. SPARK stands for Systemic Collaboration, Positive Future, Alignment of Values, Respect, and Killer Achievement.
These five elements together create an environment of psychological safety and belonging, which is the bedrock of emotional connectedness. Let me briefly break down each element and share an example of a Most Loved Workplace that embodies it:
• Systemic Collaboration: True collaboration is more than occasional teamwork – it’s baked into daily culture and decision-making. In Most Loved Workplaces, employees operate in trust-filled teams and openly share information to co-create solutions. One example is Hilton Grand Vacations (HGV) in the hospitality sector. At HGV, teams actively collaborate across levels, creating a strong sense of connection and shared ownership of results.
No one works in a silo; communication channels are wide open, so people feel in-the-know and part of something bigger. HR leaders can foster systemic collaboration by breaking down hierarchies – encourage cross-functional projects, promote knowledge sharing, and make sure every voice can be heard in decisions.
• Positive Future: Most Loved companies are optimistic and forward-thinking, which generates excitement and emotional buy-in. Leaders actively inspire hope and innovation in employees by communicating a compelling vision. Take Conduent (tech services) as an example – Conduent encourages a positive mindset at work and rallies employees around a shared vision for the future.
This positivity is contagious; it fuels passion and unites everyone toward common goals. For HR, this means highlighting wins, reinforcing the company’s mission, and helping employees see a bright future for their career here. Especially in uncertain times, a dose of positivity from leadership can strengthen loyalty immensely.
• Alignment of Values: In emotionally connected cultures, personal values align with company values. People feel they are part of an organization with integrity and a meaningful purpose. A shining example in the tech sector is Cloudflare, which has been a Top 100 Most Loved Workplace® for multiple years. Cloudflare places a high value on honesty, transparency, and their mission of “building a better Internet.” Leaders there ensure everyone knows and lives the core values, creating a deep emotional bond among employees.
. I’ve found that when employees believe in why their company exists, work becomes personally fulfilling. HR can strengthen values alignment by hiring and promoting for cultural fit, recognizing employees who embody the values, and weaving those values into daily routines and stories.
• Respect: Respect is the currency of love at work. In Most Loved Workplaces, respect isn’t just a HR slogan – it’s a palpable everyday practice, flowing in all directions (manager-to-employee, peer-to-peer, executive-to-frontline). For instance, Allan Webb (a UK-based firm, named a Most Loved Workplace) exemplifies this by making respect a non-negotiable in how people treat each other.
In such cultures, everyone feels safe to voice ideas and dissent, because they know they’ll be heard without judgment. There’s also a strong emphasis on diversity, equity, and inclusion – an environment where every individual is valued. The impact? Respect amplifies engagement. When people feel genuinely respected, their commitment soars (remember, lack of respect is a top driver of quits). As an HR leader, you should model respectful behavior, hold managers accountable for it, and bake respect into policies (from how meetings are run to how feedback is given). Even something as simple as training managers to regularly say “thank you, I appreciate your work” can make a world of difference.
• Killer Achievement: This one is about winning together – enabling employees to achieve meaningful, even “killer,” outcomes in their work. Top workplaces empower their people to succeed by clearing obstacles and recognizing excellence. A great example is Dell Technologies. Dell, a certified Most Loved Workplace in manufacturing/tech, focuses on setting clear goals, removing red tape, and coaching employees so they can nail big accomplishments.
The result is a culture of high performance and high fulfillment – employees feel proud of what they achieve and know the company is invested in their growth. For HR, fostering “killer achievement” means ensuring role clarity, providing learning and development opportunities, and celebrating wins loud and often. Remember, recognition and feedback fuel achievement; when good work is noticed, people strive for more. (In fact, one study showed 82% of HR professionals observed higher employee happiness when robust recognition programs were in place.
Not coincidentally, these SPARK elements tackle the very issues Gallup identified. Feeling detached? Systemic collaboration and respect pull people back in. Fear of the future? A positive vision and aligned values give hope. Poor management? Emphasizing respect, feedback, and shared wins fixes that. By focusing on SPARK, companies in every sector – from tech startups to global banks – have transformed into Most Loved Workplaces where employees don’t just stay, but stay engaged. Companies like Cloudflare (tech), BDO USA (finance), Wyndham Hotels & Resorts (hospitality), and Dow (manufacturing) have all been featured in Top Most Loved Workplace lists for creating cultures of trust and connection. The common recipe is clear: make people feel loved at work, and they will propel your organization to new heights.
HR Leader’s Playbook: How to Build Emotional Connection
Knowing the pillars of an emotionally connected workplace is a start – but how can you as an HR leader put them into action? Here are some practical strategies (inspired by the SPARK model and my work with Best Practice Institute) that you can implement right away. These will not only boost engagement, but also equip you to tackle issues like quiet quitting and manager blind spots head-on:
- Promote Open Collaboration: Break down silos and create forums for employees to collaborate and share ideas across levels. For example, establish cross-functional “tiger teams” to co-create solutions on important projects, or set up an internal social platform where anyone can contribute suggestions. This kind of systemic collaboration makes everyone feel involved and heard. Language to use with your team: “Your input is valued – let’s build this together.” When employees see leaders actively seeking their ideas, it builds trust and ownership.
- Communicate a Positive Vision (and Path): In times of uncertainty, double down on communicating why your organization exists and how each person’s work contributes to a brighter future. Share inspiring customer stories, celebrate innovations, and talk openly about the company’s direction. Importantly, outline growth paths for employees within that future. Language to use: “Here’s where we’re going, and here’s how you can grow with us.” When people envision a positive future with the company, it ignites their passion and optimism.
- Align Values and Purpose: Make company values a living, breathing part of your culture. Hire and promote not just for performance, but also for values alignment. Encourage employees (and leaders!) to share personal stories about what the values mean to them. You can even start meetings by highlighting a “value of the week” and recognizing someone who exemplified it. Try saying: “We succeed by staying true to our values – every decision we make should reflect [value].” When employees see consistency between the company’s words and actions, it builds deep loyalty. They feel, “I belong here because I believe in what we stand for.”
- Lead with Respect and Recognition: Train your managers on the power of simple, genuine acts of recognition. Make it a norm that every manager gives specific praise to at least one team member each week for something they did well. Likewise, encourage peer-to-peer shout-outs to nurture mutual respect. If an employee goes above and beyond, celebrate it visibly (in team meetings, company newsletters, etc.). Also ensure that even when giving constructive feedback, it’s done with respect for the person’s dignity. Phrase feedback with respect: “I appreciate the effort you put into this report. Let’s discuss a couple of tweaks to make it even better.” Respect costs nothing, but as our research shows, its absence is the #1 reason people disengage. On the flip side, frequent recognition makes employees feel seen – which directly boosts engagement and motivation
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. - Enable “Killer” Achievements: Set your people up to win. This means clarifying expectations, providing the necessary training and tools, and then getting out of their way. Avoid micromanaging; instead, act as a coach who clears obstacles. When someone accomplishes a big goal, reward them in a meaningful way (it could be a bonus, but also think of growth opportunities like leading a new project). Tie achievements back to purpose: “Look at the impact you made for our customers – you’re advancing our mission.” Additionally, pay attention to workload and burnout signals. Part of enabling great work is ensuring people have balance and support (remember, burnout and stress can erode even the most connected employees). In short, help employees feel like winners. Winning is fun – and people who taste success at work generally love their workplace more and stick around longer.
Implementing these strategies creates a virtuous cycle: as employees feel more connected and supported, they engage more deeply, which drives better results, which then reinforces leadership’s confidence to continue investing in culture. I’ve seen previously “meh” workplaces turn into vibrant, Most Loved Workplaces by following this playbook consistently. It’s not always quick or easy – it takes authentic commitment from leadership and HR. But the payoff is enormous. Just ask any company that made it onto a Most Loved Workplace list: their retention is higher, their employer brand is stronger (attracting top talent), and their people genuinely enjoy coming to work.
Conclusion: Lead with Love to Thrive in 2025 and Beyond
As we navigate the workplace challenges of 2025, one truth stands out in bold relief: Emotional connection is not a luxury; it’s a necessity. When employees feel emotionally connected, they’re resilient through change, engaged in their roles, and committed to their company’s success. When they don’t, even the fanciest strategies or technologies will fall flat. This is a call to action for HR leaders everywhere – to champion a culture where love, trust, and connection are at the center of the employee experience.
In my journey building Most Loved Workplace® and advising organizations worldwide, I’ve learned that creating an emotionally connected workplace is both an art and a science. The science lies in following proven frameworks (like SPARK) and measuring sentiment to guide your efforts. The art is in the heart you bring to it – truly caring about your people and modeling that care every day. The leaders who master both are the ones whose organizations will not only overcome disengagement and quiet quitting, but soar to new heights of innovation and growth. As I found in my research, when companies “place love at the center of their business strategy”, they become employers of choice and see performance that competitors struggle to match.
So as an HR leader, dare to lead with love. Audit your culture and ask: do our people feel connected, or are we unintentionally letting them drift? Use tools like the Love of Workplace Index™ to get honest feedback. Start tough conversations with executives about the importance of emotional connectedness (back it up with the hard numbers you’ve seen here). Most importantly, take action – even small gestures each day to strengthen relationships and recognition will add up. Quiet quitting, disengagement, and detachment are not inevitable. With purpose and passion, you can cultivate a team that is energized, loyal, and emotionally invested. That is the ultimate competitive advantage in 2025 and beyond.
To all the HR leaders reading: the time is now to make your workplace one that people love. The challenges are real, but so is the opportunity. Let’s prioritize emotional connection and turn the “Great Detachment” into a Great Re-Engagement. Your employees – and your bottom line – will thank you for it. Here’s to leading with love and watching your organization thrive as a result!
