The $550 Billion Problem: Why 80% of Employees Hate Their Jobs (And How to Fix It)
This article is based on a conversation between Brad Bialy and Charlie Saffro on "Take the Stage" a podcast presented by Haley Marketing.
Let's be honest...the modern workplace is fundamentally broken.
According to recent findings, 80% of employees feel disconnected and disengaged from their work. “People deserve more than to feel like cogs in a machine,” says Charlie Saffro, CEO of CS Recruiting. This isn’t just a fleeting issue—it’s a crisis shaping today’s work culture and economy. In the U.S. alone, disengaged employees cost companies between $450 billion and $550 billion annually in lost productivity and high turnover, according to Gallup.
What’s causing this crisis and, more importantly, how can leaders fix it by prioritizing human connection and empathy in the workplace?
The Disengagement Epidemic
The extent of disengagement is eye-opening. Research from Gallup reveals that only 32% of U.S. employees are engaged in their work, meaning they’re passionate about what they do and feel a sense of belonging. Nearly 70% of workers feel checked out, and many are actively unhappy in their roles. Charlie attributes this trend to a fundamental shift over the past few years, intensified by COVID-19, the Great Resignation, and a rising demand for workplace fulfillment.
“This is about more than filling seats,” she argues. “People deserve to feel connected to the work they’re doing and the organizations they’re part of. When eight out of 10 workers report feeling disengaged, that’s proof that we’re missing something significant.”
Disengagement, as Brad Bialy and Charlie note, doesn’t just impact workers’ happiness; it hits a company’s bottom line. Gallup reports that disengaged employees cost the U.S. economy an estimated $450 billion to $550 billion annually in lost productivity, higher turnover, and increased absenteeism. It’s a reminder that fostering a culture of connection isn’t just about morale—it’s a business necessity.
Why Are Employees So Disengaged?
When asked why employees are feeling so disconnected, Charlie points to the way companies treat people. "In recruiting, we hear it all the time: ‘I need a warm body, I need to fill a seat.’ But it’s so much more than that. If every leader prioritized seeing employees as human beings and not just titles or roles, I think we’d see a huge shift,” she says.
This human-centered approach may seem idealistic, but it’s proven to work. In fact, a study by the Harvard Business Review found that employees who feel seen and appreciated by their leaders are 3.5 times more likely to be engaged. This demonstrates that even small changes in leadership behavior—taking the time to acknowledge contributions, check in on well-being, and celebrate small wins—can create a more engaged workforce.
Practical Steps to Cultivate Connection—Even Remotely
Both Brad and Charlie are familiar with the challenges of remote work. CS Recruiting and Haley Marketing both operate with remote teams, and they’ve learned that building connections in this environment takes intentional effort. “When you’re remote, it’s so easy to go into a meeting and get straight to business,” Brad observes. “But if you don’t take time to know people beyond work, you lose something essential.”
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To counter this, CS Recruiting has introduced creative strategies like quarterly team days, where the focus is on bonding rather than business. Charlie also implemented an app called Shuffle, which randomly pairs team members for 15-minute, non-work-related chats. “It’s all about carving out time for connection,” she says. “And we’ve seen the ROI on that. These connections are invaluable for team cohesion.”
Remote work presents unique challenges, but it doesn’t have to mean a loss of connection. Research from Buffer’s 2023 State of Remote Work report shows that while 45% of remote workers struggle with loneliness, those who have regular opportunities for social interaction report greater job satisfaction and engagement. This means that virtual meetings focused on building relationships, rather than productivity, can help close that gap .
Reimagining Engagement for Temporary and Contract Workers
Brad and Charlie also addressed a unique challenge in the staffing industry: How do you build engagement with temporary workers who may only be with a company for a few weeks or months? For many staffing firms, this is a delicate issue, as temp workers often feel excluded from the organizational culture they’re working in.
Charlie believes that while full engagement may be difficult, small actions can go a long way. “Recognize them, appreciate them, and, when possible, offer flexibility,” she advises. “Even if someone is only with your organization for a short time, acknowledging their contributions can make them feel valued.”
This aligns with findings from Deloitte, which suggest that temporary workers who feel supported by their host companies are twice as likely to perform at high levels and advocate for the company. In industries where temp roles are essential, fostering even small degrees of engagement can make a big difference.
Putting the “Human” Back in Human Resources
The rise of automation, AI, and digital processes in recruiting is tempting, but Charlie and Brad caution against losing the human element in an industry built on human connection. They worry that over-reliance on AI to screen resumes, conduct preliminary interviews, or even match candidates with roles could backfire. “We’re seeing AI job descriptions being matched to AI-generated resumes,” says Charlie. “So where are the humans in all of this?”
While AI can handle administrative tasks, it can’t replace the nuances of understanding a candidate’s unique aspirations or a company’s cultural needs. A 2022 report from PwC supports this, showing that 75% of job seekers prefer human interaction during the job search process, and those who experience more personal, human-centered recruitment are 2.6 times more likely to feel satisfied with the hiring process.
For Brad, the answer lies in finding the balance between technology and human connection. "I’m all for using AI to handle repetitive tasks," he explains, "but we have to make sure we’re still treating candidates as people, not data points."
A Better Path Forward
The modern workplace may be broken in some ways, but change is possible. From creating intentional connections within remote teams to showing respect for temporary workers, companies can make a difference—if they prioritize empathy, human connection, and long-term engagement. “At the end of the day, people want to feel like they matter,” Charlie concludes. “And when they do, the results speak for themselves.”
Image Consultant at Adrian Jules
2 周Great to see you put the time / thought / care into publishing this. Two things it makes me think of: 1. Clothes can help. Not just with work. They're like the oxygen mask on the plane, i.e. something you do to take care of yourself that makes you feel good. When you feel good, you give good to others. And, more relevant to work, they signal that the activity at hand has greater importance. They're used to be more nobility in work (it seems). 2. Scrolling is the new smoking. What I mean by that is, scrolling is emblematic of society more broadly, everything is transactions / ephemeral. Dating, meals, content we consume, clothes we buy, etc. Even the jobs we hold. What used to be a 40-year tenure at one place; today, 4 years is a solid stay.
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2 周Good point!