What is the hidden drain of Disconnection?
The State of the Global Workplace 2025 report from Gallup highlights a stark truth: emotional well-being at work is in crisis.
41% of employees feel stressed.
34% experience sadness.
22% report feeling lonely.
20% feel angry on a daily basis.
These aren’t rare occurrences—they’re daily emotional realities for a significant portion of the workforce.
And when emotional depletion becomes the norm, engagement inevitably suffers.
According to Gallup, nearly six in ten employees are "not engaged"—they’re psychologically unattached, disconnected from purpose, and doing the minimum to get by.
As leaders, we cannot solve this by focusing only on performance metrics or team-building checklists.
We must understand that emotional well-being is a foundational condition for engagement, and this week, I want to zero in on the Connection element of my Fit to Lead framework.
A reminder that purpose fuels engagement—when we do what we like, we care.
Why This Matters
The emotional state of your team directly impacts their ability to focus, collaborate, and care about outcomes.
When leaders dismiss or overlook the emotional climate, they miss a crucial opportunity to build trust and performance through human-centered leadership.
Mark Brackett, author of Permission to Feel, explains that emotions high in energy and low in pleasantness—like stress, sadness, and anger—consume cognitive bandwidth. They don’t just feel bad; they make it harder for people to think clearly, problem-solve, and stay motivated.
That’s why fostering emotional well-being isn’t optional. It’s essential for focus, resilience, and connection.
Common Challenges
Leaders often know their teams are under pressure—but they may feel uncertain about what to do about it:
They avoid acknowledging emotional realities for fear of seeming “soft” or losing authority.
They delegate team-building or morale-boosting tasks without personal involvement.
They plan solutions in isolation, leaving the team disengaged from the process.
The result? A well-intentioned leader who still contributes to disconnection.
Try This Instead - A 3-Step Process to Rebuild Connection
1. Acknowledge Emotions
Don’t ignore or downplay stress and sadness. Normalize them. Recognize and name what people are feeling.
This models emotional literacy and allows others to process without shame.
→ "It’s understandable that people are feeling drained right now. Let’s talk about it."
2. Adapt with Empathy
Each person processes emotions differently. Some need time, others need structure.
Be an adaptable leader who adjusts your approach to support individual and team needs.
→ "What do you need right now to feel more grounded?"
3. Problem-Solve Together
Don’t outsource connection or over-own it. Co-create ideas to restore energy and trust.
When your team helps design the solution, they own it—and re-engage through it.
→ "Let’s put our heads together: what could help us reconnect this week?"
By addressing emotional well-being as a core leadership practice, you don’t just reduce stress. You foster real engagement, resilience, and a stronger sense of belonging—one intentional conversation at a time to be Fit to Lead .