"Done with waiting for the clock to strike five and the padded four walls of a cubicle, Americans jumped ship from corporate America two years later in record-breaking numbers during what's now called The Great Resignation. For some, it was retirement or relocation, but for others it was a new start, a way to get out of the stale business roles that had nearly cost them their sanity and to find their voice in a world where they'd lost theirs."
"While The Great Resignation may be behind us, it's no secret that the term " employee engagement" has practically become an oxymoron, with engagement now down to a paltry 21% for employees and 27% for managers. But why is that? Should we blame Herman Miller for the cubicle farms that made us feel like subjects in a psych experiment gone wrong, or Henry Ford for the mind-numbing eight-hour shift or the Industrial Revolution's 80-hour weeks for making America think a "mere" forty was somehow acceptable?"
Many workers feel deep dissatisfaction with conventional work, recognizing long hours and cubicle environments as stifling. Millions left corporate roles during The Great Resignation seeking new starts and regained voices. Employee engagement rates have fallen to roughly 21% for employees and 27% for managers. Causes include suppressed creativity and the loss of personal voice rather than solely physical conditions or hours. Historic systems like factory rhythms and cubicle design contributed, but modern disengagement centers on control and meaning. Brands and workplaces can improve outcomes by sharing creative control, prioritizing authenticity over scale, and using AI to amplify expression while preserving human trust and impact.
Read at Entrepreneur
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