A Leadership Imperative for 2025
"The true joy in life is being used for a purpose recognized by yourself as a mighty one." - George Bernard Shaw
As we close out 2024, leaders face a sobering reality: employee engagement has hit an 11-year low, with only 45% of employees saying they know what's expected of them at work. Even more concerning, connection to company mission has plummeted to a record low of 30%.¹ Gallup calls this "The Great Detachment" - a phenomenon where employees feel increasingly disconnected from their work and organizations, yet remain in their roles due to economic uncertainty.²
But here's the good news: While these challenges are real, they also present an unprecedented opportunity for transformational leadership. The solution lies not in superficial engagement initiatives, but in a fundamental shift in how we think about and create engagement.
Understanding True Engagement
Over this past year, we've emphasized and focused on this simple but powerful formula:
Engagement = Aspiration × Empowerment
This formula has never been more relevant. When we examine Gallup's findings through this lens, we see that both elements of our formula are precisely what's missing in today's workplace:
Aspiration: Only 30% of employees feel organization provides an opportunity for meaningful work… the lowest in recorded history. 70% feel they are just going through the motions.
Empowerment: Less than half of employees have been given clear expectations at work. How can your people be empowered if they aren’t clear about what you expect from them?
The Call for Transformational Leadership
The path forward requires moving beyond traditional management approaches to embrace truly transformational leadership. Transformation isn't about quick fixes or surface-level changes. It's about fundamentally shifting how people connect with their work and each other.
Here's what this looks like in practice:
1. Reignite Aspiration
Rather than simply posting mission statements on walls, transformational leaders must:
Help each team member discover their personal purpose
Connect individual purposes to the organization's mission
Create regular opportunities for meaningful contribution
Share stories of impact and celebration
2. Strengthen Empowerment
True empowerment goes beyond delegation to include:
Crystal clear expectations and priorities
Authority that matches responsibility
Supportive accountability rather than punitive oversight
Regular coaching and development opportunities
The Impact of Getting This Right
According to Gallup's latest research, organizations that excel in these areas see dramatic results:
9% increase in profitability
15% improvement in productivity
32% reduction in turnover
11% improvement in work quality³
Your 2025 Leadership Imperative
As you plan for 2025, consider these action steps:
Start with Purpose
Revisit and clarify your organization's higher purpose
Help each team member connect their personal purpose to the organization's mission
Make purpose a regular part of team discussions and decision-making
Strengthen Your Leadership Tools
Use leadership to inspire and create aspiration
Apply management to create clear agreements and expectations
Leverage coaching to support growth and development
Create a Culture of Engagement
Foster psychological safety where people feel safe to contribute
Build supportive accountability systems
Celebrate progress and learning
The Path Forward
The Great Detachment doesn't have to be our future. By focusing on both aspiration and empowerment, leaders can create the conditions for what we call the Great Engagement - where people find meaning in their work and feel equipped to make a difference.
Remember, transformation isn't about quick fixes or surface-level changes. It's about fundamentally shifting how people connect with their work and each other. As we move into 2025, the organizations that thrive will be those whose leaders commit to this deeper work of engagement.
The question isn't whether your organization will transform - change is inevitable... The question is:
Will you intentionally lead to deepen The Great Engagement?
Or
Unconsciously allow the status quo to lead and deepen The Great Detachment?
What path will you choose…starting today!?
¹ Wigert, B., & Tatel, C. (2024). The Great Detachment: Why Employees Feel Stuck. Gallup Workplace.
² Wigert, B., & Pendell, R. (2024). 7 Workplace Challenges for 2025. Gallup Workplace.
³ Based on Gallup's 11th edition of its Q12® meta-analysis (2024) as referenced in "The Great Detachment: Why Employees Feel Stuck."