Employee engagement is low. And while it is not historically low, it is still significantly impacting many industries. It is well-known that positively engaged employees are invaluable as they are more productive, stay with the company longer, and are generally happier than those who are disengaged but check out these stats:
According to Gallup’s most recent survey of U.S. employees (2024):
Only 33% of employees are engaged.
The percentage of actively disengaged workers is 16%.
Only 38% responded positively to the prompt: "My supervisor, or someone at work, seems to care about me as a person."
Yikes!
Over the years, I have worked with many leaders, and the issue of employee engagement is consistently front and center. We all need to work together to find ways to enhance employee relationships and help individuals realize their potential. But why are so many employees disengaged to begin with?
Reasons for Employee Disengagement:
Lack of Connection: Many employees may feel unseen or overlooked, which leads to feelings of isolation and disengagement. While their boss may understand some of their unique strengths and personal values, they may feel that their boss or team members do not recognize or appreciate them. This lack of personal connection makes it difficult for them to truly feel part of the team and invested in their work
Lack of Recognition: Employees often feel underappreciated for their contributions, which may lead to a lack of motivation to go beyond the minimum requirements (or even complete the minimum requirements).
Insufficient Growth Opportunities: When employees have no clear path for advancement or skill development, their engagement and enthusiasm will wane. This also happens when you have reached the highest level at your organization and there is no further opportunity to advance.
Poor Management Practices: There have been several studies that noted the number one line of defense in employee turnover is a good manager/leader. There has also been significant research about the leadership and management skills that are needed.
Ineffective communication, lack of support, lack of relevant feedback, and micromanagement may all lead to dissatisfaction and disengagement.
Lack of Work-Life Harmony: Excessive workloads and lack of flexibility contribute to burnout, affecting overall engagement and productivity. This includes forced ‘back to the office’ mandates that appear to be more about empty offices and a desire of management to be able to ‘see’ people working.
Cultural Mismatches: When company values and employee personal values are not aligned, it leads to a decrease in employee engagement. Over time, employees will naturally gravitate to other organizations in search of a values-aligned job.
While it is evident tighter controls, more metrics, and financial incentives do not typically boost team engagement in the long run, tactics that appear regimented or overly authoritative with little or no employee input often miss the mark because they do not meet employees' needs for recognition, purpose, and a sense of contribution. If you are wondering how your team is feeling and what you can do to boost engagement, check out a few suggestions below.
Take Time to Build Relationships: If you can only do one thing well, make it this one! Developing strong, supportive relationships between leaders and individual team members is crucial to a happy and productive work environment. Strong relationships are built through regular positive interactions, open lines of communication, and a culture of mutual respect and support. It is from these relationships that all other things flow.
Empower Employees: Giving team members more control over how they manage their work, where and when they work, and encouraging autonomy can lead to a substantial increase in engagement.
Purpose-Driven Work: Clearly communicating how each team member’s efforts contribute to the company’s goals/mission/vision can provide a sense of purpose and drive engagement. Additionally, seek out what each employee values and help them see if their values are in alignment with their job.
Continuous Feedback and Growth Opportunities: Regular, constructive feedback and active investment in professional development keep team members motivated and focused on growth. It is a bonus if you conduct employee surveys about what their professional learning needs are, and align your offerings to their requests.
Prioritizing Well-being: Valuing mental and physical health in the workplace goes beyond basic productivity boosts—it nurtures a supportive and engaged workforce. However, this commitment must be genuine. Superficial promises can lead to mistrust among employees, undermining their faith in leadership and eroding overall trust within the organization.
Our goal as leaders should be to create an environment where team members feel a sense of belonging and are genuinely valued and recognized for their contributions. By focusing on empowering relationships, we will see a shift in engagement levels and build a workplace conducive for employees to remain engaged and connected to their work. To achieve this, leaders must be proactive and attentive to the needs and well-being of their teams, ensuring strategies are adapted based on continuous feedback and changing circumstances.
If you need help with employee engagement, I can help.
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