20 Employee Engagement Statistics You Need to Know

To effectively measure employee engagement and understand the current state of workplace satisfaction, examining key employee engagement statistics is crucial. These statistics provide valuable insights into how organizations can improve their strategies and boost productivity.

High employee engagement leads to higher productivity, greater job satisfaction, increased sales, and improved revenue. When your engaged workers are actively involved in the workplace, they feel happier and ready to go above and beyond to achieve your company's goals.

Recent employee engagement research from Gallup and other leading organizations highlights the critical importance of fostering a motivated and committed workforce. The latest data emphasizes the need for organizations to prioritize engagement strategies for long-term success.

Now the question is: Are you doing everything you can to engage your employees and maximize their potential?

The interesting employee engagement statistics below should motivate you to focus more on employee engagement and nudge you in the right direction. These insights can help transform your workplace culture and drive measurable business results.

The Current State of Employee Engagement

1. Only 36% of Employees Are Engaged in the Workplace

According to the latest Gallup employee engagement survey, just 36% of U.S. employees are engaged at work, while 51% are disengaged and 13% are actively disengaged. Actively disengaged means feeling miserable at work and spreading negativity to their colleagues.

While 36% of engaged workers is a rather low percentage, it's the highest since Gallup started measuring employee engagement back in 2000. The number of actively disengaged employees is also the lowest since 2000.

In 2017, 85% of employees were not engaged at work, which was a years-long trend. In 2019, the percentage dropped by 10%, meaning that 35% of workers were engaged at the time.

Although employee engagement levels are barely higher now, it's notable that they haven't dropped despite recent economic challenges. This shows that many companies have been doing an excellent job of improving employee engagement strategies, which is crucial for maintaining employee productivity.

Key Takeaway: Organizations using employee engagement platforms like Workmates report better tracking of engagement trends and faster intervention when team members show signs of disengagement.

2. A Highly Engaged Workforce Increases Profitability by 21%

Another Gallup report on employee engagement shows that companies with actively engaged employees have 21% higher profitability. They also have 17% higher productivity than companies with a disengaged workforce.

The reasons for this are clear. Engaged employees lead to a more productive workforce because they are motivated to complete their tasks on time and successfully, even going the extra mile to reach their goals and objectives. They're better at meeting customers' needs, which leads to more sales and higher revenues.

Engaged employees are also happier, report lower absenteeism, and tend to be more loyal. This positive impact on employee retention can significantly reduce costs associated with hiring and training new staff.

HR Cloud Connection: Performance management systems help track and reinforce the behaviors that drive these profitability improvements through goal-setting and continuous feedback.

3. Employee Disengagement Costs the U.S. Economy $450-550 Billion Every Year

A study on employee engagement by The Conference Board found that companies in the U.S. lose between $450-$550 billion each year due to not engaged employees.

That's partly because of employees' lack of motivation and a lower sense of responsibility, resulting in lower productivity, errors in work, missed deadlines, poor customer service, and lower profits. Research from Coresignal shows that a single disengaged employee can cost a company about $3,400 in lost productivity for every $10,000 in salary.

It's also because many disengaged employees quit their jobs at some point, leaving the employer to reinvest in hiring, onboarding, and training. Many of them even spread negativity through word of mouth, harming an organization's chances of attracting quality hires.

Prevention Strategy: Implement comprehensive onboarding that connects new hires to company mission from day one, establishes clear performance expectations, and creates early wins that build engagement momentum.

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Remote Work and Engagement Challenges

4. 38% of Remote Employees Feel Exhausted After Daily Virtual Meetings

A 2020 study on the effects of remote work by Forbes found that most employees show signs of burnout when having virtual meetings every day.

38% of remote employees reported feeling exhausted after daily virtual meetings, while 30% said they felt stressed. These statistics point to the growing concern of employee burnout in modern work environments.

The study was conducted in 2020 when most organizations switched to remote work. To stay connected, some employers held video conferences every day, while others did it weekly.

Staying connected with your remote workforce is essential, especially since they often feel isolated. But frequent virtual meetings could disrupt their workflow and productivity, demotivate them, and stress them out.

They could negatively affect their mental health and job satisfaction, making many of them consider quitting their job. Weekly virtual meetings seem to be a better alternative for maintaining workplace communication without overwhelming employees.

Best Practice: Shift to asynchronous communication for routine updates using internal communication tools, reserving video meetings for strategic discussions that truly benefit from real-time collaboration.

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“We highly recommend Workmates as it gives us the ability to communicate and connect our workforce.” — Andrea Bermudez, Organizational & Talent Development Manager

5. Remote Workers Have 13.5% Higher Productivity Levels

Stanford University research reveals that remote workers consistently demonstrate 13.5% higher productivity compared to office-based counterparts. They meet and exceed objectives, identify process improvements, and contribute to company culture just as effectively as on-site employees—often more so.

Several factors contribute to remote productivity advantages: fewer commute-related stress and time waste, greater flexibility to work during peak personal productivity hours, fewer office distractions and interruptions, and better work-life integration.

However, remote work success requires intentional management. Organizations must invest in collaboration technology, establish clear communication protocols, maintain regular check-ins, and create opportunities for social connection despite physical distance.

Remote Success Tools: Mobile-friendly platforms enable seamless collaboration regardless of location, helping distributed teams stay productive and engaged.

Communication and Recognition Impact

6. 85% of Employees Are Most Motivated When Internal Communications Are Effective

According to Trade Press Services, effective employee communications motivate 85% of employees to become more engaged in the workplace.

When managers share company news and other relevant information regularly, employees feel motivated to achieve the mission, vision, and organizational goals. When you raise their awareness of your goals, they will be more engaged with your customers as well.

So, in creating the most effective internal communications, include employee newsletters, press releases, event updates, and other company news, such as milestones and successful projects.

Share information regularly to increase knowledge, consider using communication platforms to empower teams to collaborate, and build a learning-focused community.

Implementation Tip: Create a communication calendar that ensures regular cadence without overwhelming employees. Use company announcement features for critical updates that require acknowledgment tracking.

7. Only 16% of Companies Use Technology to Monitor Employee Engagement

According to a Gartner poll, only 16% of companies leverage workplace technology to track employee progress and engagement. They use tools to monitor employee activity and see when they clock in and out, how many hours employees work, when and how many breaks they take, and more.

When you lead a remote or hybrid work environment, tracking employees' engagement and performance should be one of your top priorities. It can help you enhance your employee engagement strategy and boost your overall business success.

Technology Recommendations: Consider employee engagement software that includes pulse surveys, recognition tracking, and participation analytics to systematically monitor team wellbeing.

8. Recognition Is the Most Important Motivator for 37% of Employees

A study on top performance motivators found that 37% of employees feel most encouraged by personal recognition and employee appreciation.

A recent employee engagement and modern workplace report showed that 84% of highly engaged employees received recognition the last time they went the extra mile at work. Not surprisingly, only 25% of actively disengaged employees were recognized for a job well done.

When you recognize your team members' good work, whether publicly or privately, you pave the way for their better performance, and when you show you appreciate their efforts, you drive their engagement and productivity.

Employee Recognition Software & Rewards Platform encourages peer-to-peer recognition, boosts employee morale, allows employees to feel seen, and also helps create a culture focused on teamwork and excellence.

Your team members will appreciate any kind of gesture of kindness that shows that their accomplishments, no matter how small, didn't go unnoticed. For instance, paid time off, gift cards, and event tickets are small rewards that can greatly help with improving employee happiness.

Even the smallest of accomplishments make a difference in reaching your long-term goals, so show your teammates that you value all their contributions. And remember, a simple "Thank you" can also go a long way.

Recognition Best Practices:

• Make recognition timely (within 24-48 hours)

• Be specific about what earned the recognition

• Connect recognition to company values

Enable peer recognition through recognition platforms

Culture and Career Development Statistics

9. Companies with a Thriving Corporate Culture Achieve Over 4x Higher Revenue Growth

As you may know, a strong corporate culture can improve team efficiency, which results in a significant improvement in the organization's financial performance. According to a survey by Hays, 47% of active job seekers want to leave their jobs because of bad company culture.

An extensive research project on corporate culture and performance by Forbes showed that good company culture can help you increase revenue by more than four times.

The 11-year-long research project found that companies with performance-enhancing cultures grew their revenues by a whopping 682%. Those with a poor company culture managed to increase their revenues by just 166% over 11 years.

So, improving your corporate culture will help you boost workforce engagement, job satisfaction, employee retention, and profitability. It will create a positive and safe work environment where your diverse workforce can thrive.

Culture-Building Tools: Employee engagement platforms that include recognition, celebration features, and community-building channels help translate culture intentions into daily experiences.

10. Only 29% of Employees Are Satisfied with Available Career Advancement Opportunities

SHRM's research on the Employee Job Satisfaction and Engagement survey found that only 29% of employees are "very satisfied" with their available career advancement opportunities. 41% marked those opportunities as "very important" when it comes to job satisfaction, engagement, motivation, and employee retention.

The survey also found that 44% of employees are "very satisfied" with opportunities to use their skills and abilities at work.

In an ideal world, these numbers are at the top end of the scale, but you can increase them with the right opportunities for career growth and professional development.

If you want to have engaged teams across departments, boost their expertise, and make your organization more profitable, provide them with the learning opportunities that they seek.

Development Infrastructure: Performance management systems that include goal-setting, continuous feedback, and development planning help make career progression transparent and achievable.

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11. 33% of Employees Leave Their Jobs for New Challenges

According to a Korn Ferry survey, 33% of employees jump ship because they feel bored in the workplace and want to find new challenges. They seek new opportunities for professional growth, which motivates them to keep learning and become better at what they do.

That's why implementing new challenges and variations in day-to-day activities should be one of the top priorities for managers and human resources professionals. Providing employees with opportunities to learn and grow continually is the key to driving employee engagement and retention.

Promotion opportunities are also essential for company growth, as they boost employee experience and help develop skills and competencies.

Engagement Strategy: Regularly discuss career interests and growth goals with team members. Look for opportunities to assign stretch projects that develop new skills while delivering business value.

Employee Feedback and Burnout Statistics

12. 58% of Employees Wish Their Workplace Conducted Employee Engagement Surveys More Frequently

In a survey that was conducted right after the pandemic, most employees appreciated their say in the workplace. They appreciated when the employers took their feedback, as it made them feel as if they were a part of the community.

In the same survey, more than half of the employees expressed their concerns regarding the minimal acquisition of employee input. 58 percent of employees said they wished their workplaces conducted more employee engagement surveys.

Employees who were surveyed four times each year, instead of once every other year, engaged much more actively at the workplace.

Survey Best Practices:

• Conduct quarterly pulse surveys (5-10 questions)
• Share results transparently with all staff
• Communicate specific actions leadership will take

Use survey tools that enable trend tracking

13. 61% of Employees Report Complete Burnout at Jobs

Fostering employee engagement is a solution when employees are burned out. Unfortunately, many companies perceive employee engagement as simply adding more tasks to an already overflowing workload. Instead of fostering genuine connection and collaboration, they pile on additional responsibilities during times designated for team engagement.

Consequently, approximately 61% of employees find themselves grappling with burnout, feeling overwhelmed by the relentless demands placed upon them.

This figure has continued to rise, reflecting a concerning trend where employees are stretched thin and struggle to maintain a healthy work-life balance amidst mounting pressures.

Burnout Prevention: Monitor workload distribution, ensure adequate staffing levels, protect time off, and model healthy boundaries at leadership levels. Consider wellness programs and mental health resources as core benefits.

14. 71% of Executives Verify That Employee Engagement is a Huge Contributor to Organizational Success

Harvard Business Review conducted a detailed study on employee engagement and released all of its findings in a journal called The Impact of Employee Performance. From this journal, we got to know that 71% of executives believe it's a high level of employee engagement that sets their company up for immense success.

Further breakdown tells us that the biggest employee engagement driver is the recognition of high performers. It is followed by having a clear understanding of their role and contribution to the strategy, communication, understanding of business goals, and corporate training and development of the individuals.

The study proves that after engagement improves through these foundations, executives also point to high customer service levels (80%) and effective communication (73%) as additional success factors.

Leadership Alignment: Ensure executive teams understand their role in modeling engagement, celebrating achievements, and maintaining communication transparency.

15. Recognition is Preferred Among 37% of Employees (Additional Data)

O.C. Tanner research confirms that when employees are asked what would be the most important thing a manager or company could do to help them become successful, 37% suggested recognition.

The study proves that a significant percentage of employees would love to put their all to work for an organization when they are accorded the level of recognition they desire.

A study by the Incentive Research Foundation found that 84% of employees experienced increased motivation upon receiving recognition for their work.

Also, an Officevibe survey revealed that 51% of employees who received consistent recognition are prone to recommending their company as an excellent workplace.

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Wellness and Absenteeism Statistics

16. Wellness Programs Decrease Employee Absenteeism by 25%

The research conducted in 2012 by University of North Carolina, which analyzed 42 studies, revealed that participants in workplace health promotion programs had approximately 25% lower medical and absenteeism expenditures than nonparticipants.

Programs like these often include fitness activities, nutrition guidance, stress management, and mental health support. By addressing various aspects of employee wellness, organizations foster a supportive and healthy work environment.

Engaged workers are more likely to collaborate effectively, innovate, and deliver high-quality work, which increases workplace productivity and enhances business performance.

In addition, highly engaged employees are less likely to look elsewhere for work, which leads to higher employee retention rates.

Wellness Program Components: Consider offering gym memberships, mental health days, meditation apps, ergonomic equipment, healthy food options, and flexible scheduling for health appointments.

17. There's an 81% Decrease in Employee Absenteeism with an Increase in Employee Engagement

This particular statistic is really shocking. From wages to work culture, the major reason behind employee absenteeism is the lack of engagement. On a positive note, working on this can ensure you have a stable workforce available at all times.

But how? Of course, employee engagement is a vast topic. It's more than keeping your employees happy and content. It's about motivating, assisting, encouraging, and providing direction.

However, you can start with two important areas: work-life balance and employee recognition. The majority of employees won't skip work if there's no compromise on personal life and career. Plus, encouraging them for their efforts serves as a great motivator.

Tracking Recommendation: Monitor absenteeism patterns by department and manager to identify where engagement initiatives need focus. Sudden increases in absences often signal team-level engagement problems.

18. 1 in 3 Employees Quit Because of Boredom

According to one survey, the majority of employees change their jobs because of boredom. While it may sound unbelievable, the lack of challenges can significantly exhaust an employee. Doing a task continuously uses the same skills again and again.

Plus, it drains the motivation to work. It even makes them feel as if they aren't able to use their expertise to the full extent. As a result, the task seems like a waste of talent and skill.

Hence, it is crucial to ensure that the employees have sufficient challenges and variation in work. Not only will this keep them engaged, but it will also support employee development and improve competency.

Retention Strategy: Implement job rotation programs, create cross-functional project opportunities, and establish clear skill development pathways.

Connection and Productivity Statistics

19. Connected Employees Are 68% Less Likely to Feel Burned Out at Work

A report from Gallup on Empowering Workplace Culture Through Recognition found that 68% of employees who feel connected to their organization's culture are less likely to feel burned out at work.

Culture is the heartbeat of an organization, shaping its very essence. When organizations articulate and reinforce the values that drive employees to excel daily, progress toward goals accelerates.

A strong culture not only fosters engagement but also provides a roadmap to align that engagement with the organization's objectives and mission, serving as a guiding framework for success.

Culture Amplification: Use employee engagement platforms that include communication channels, recognition features, and community-building tools to translate cultural values into daily interactions.

20. Older Workers Show More Engagement

Another study showed that while older workers may show higher levels of engagement due to stability and experience, younger workers also thrive when valued and offered growth opportunities.

Individual differences drive engagement across age groups, as shown in a study by SHRM where employees under 40 exhibited lower engagement compared to those in their late forties and above.

This age-based engagement gap likely reflects different career stage needs: younger employees prioritize learning and advancement, while more experienced professionals value stability, recognition, and impact.

Generational Engagement: Customize development programs and recognition approaches to reflect different career stages without resorting to stereotypes.

Take Employee Engagement to the Next Level

Improving employee engagement is the key step to business success. When you create positive work environments where people can grow daily and receive recognition for their efforts, nothing will stand in your way of achieving your goals.

Hopefully, these engagement metrics have inspired you to focus more on engaging your workforce because that means improving your entire organization's performance. Start implementing the strategies for engaging your employees today, and you'll boost your company's profitability before you know it.

Getting Started with Engagement Improvement:

1. Measure Current Engagement Levels - Conduct comprehensive surveys to understand your baseline

2. Implement Recognition Programs - Start with peer-to-peer recognition platforms that celebrate achievements

3. Establish Clear Communication Channels - Use internal communication software to keep everyone informed

4. Provide Career Development Opportunities - Create clear pathways for growth and learning

5. Monitor Engagement Metrics - Use analytics tools to track progress and adjust strategies

Ready to transform your employee engagement? HR Cloud's Workmates platform provides comprehensive tools for recognition, communication, surveys, and analytics—everything you need to build highly engaged teams that drive business results.

Book a demo to see how leading organizations use engagement technology to achieve measurable improvements in productivity, retention, and profitability.

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“One of the biggest benefits from using Workmates platform is that our associates are more connected to both the company and each other. Associates can comment, react, and provide feedback directly through the platform from their smartphone or desktop devices.” — Daniella Nickerson, Human resources, Toyota

More Interesting Employee Engagement Statistics

• 33% of employees express being "very satisfied" with paid time off benefits - according to SHRM's report

• Employees who take a break every 90 minutes report 30% higher focus levels according to The New York Times

• 90% of leaders think an engagement strategy has an impact on business success but barely 25% of them have a strategy - as stated by The Muse

• Gallup's employee engagement database shows companies with high engagement have 70% fewer safety incidents compared with bottom-quartile units

• 3 in 5 HR leaders believe that the HR function will rapidly become irrelevant if it doesn't modernize its approach to understanding and planning for the future needs of the workforce - KPMG source

• According to Unleash, 52% of frontline workers claim they would leave their jobs over tech tools

• Gallup data states that 95% of people who are thriving at work report being treated with respect all day

• 87% of workers believe their employer should do more to listen to the needs of their workforce - source Oracle

• Zippia stated that 77% of workers consider work-life balance a very important factor when choosing a job

• 72% of employees agree that an engaged employee thinks beyond their job title, in the LinkedIn poll ran by Select Software Reviews

Experience how Workmates can transform communication and strengthen culture—all in one powerful platform

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FAQs About Employee Engagement Statistics

Q: What is employee engagement and why is it important?

A: Employee engagement goes beyond job satisfaction, directly impacting workplace productivity, retention, and company culture. Engaged workers are more committed to their roles and the organization's goals, leading to better performance and business outcomes. Companies with highly engaged employees achieve 21% higher profitability and 17% higher productivity according to Gallup research.

Q: How does employee engagement affect company profitability?

A: According to Gallup's meta-analysis, companies with engaged employees see 21% higher profitability and 17% higher productivity. This demonstrates the significant financial impact of having an engaged workforce through reduced turnover, improved customer service, and enhanced innovation.

Q: What are the signs of employee disengagement?

A: Indicators of disengagement include increased absenteeism, lack of initiative, frequent mistakes, negative influence on team morale, missed deadlines, withdrawal from team activities, and decreased communication. Research from The Conference Board shows these signs can help managers identify areas for improvement in their engagement strategies.

Q: What are the best strategies to improve employee engagement?

A: Effective strategies include recognition programs (which 37% of employees rank as their top motivator), career development opportunities, wellness programs, transparent communication through internal communication tools, and conducting regular employee surveys. These approaches help create a more engaging work environment.

Q: How does employee recognition improve engagement?

A: 37% of employees rank recognition as the top motivator according to research. Recognition programs have been shown to improve retention rates, boost morale, and increase overall employee satisfaction and engagement. Studies by the Incentive Research Foundation show 84% of employees report increased motivation after receiving recognition.

Q: Why is internal communication critical to employee engagement?

A: 85% of employees say effective communication makes them more motivated and connected to their work according to Trade Press Services research. Good internal communication ensures employees understand company goals and their role in achieving them, which directly impacts engagement levels.

Q: What role does remote work play in employee engagement?

A: Remote workers have shown 13.5% higher productivity according to Stanford research, but face challenges like Zoom fatigue (38% feel exhausted after daily meetings per a 2020 Forbes study). Successful engagement strategies for remote teams include asynchronous updates, limited meetings, and leveraging technology for collaboration.

Q: How often should companies conduct engagement surveys?

A: 58% of employees want more frequent surveys. Best practice suggests quarterly pulse surveys (5-10 questions) combined with annual comprehensive assessments. However, taking action on survey insights matters more than survey frequency alone. Employee survey tools can help automate this process.

About Author: Angela White is an ed-tech enthusiast with a passion for writing for the consumer market in the areas of product research and marketing using quizzes and surveys. Having a knack for writing and an editorial mindset, she is an expert researcher at a brand that's known for creating delightfully smart tools such as ProProfs Quiz Maker.