12 Employee Engagement Statistics You Need to Know

Here’s the current situation: as organizations face increased pressure to retain top talent, improve productivity, and foster a workplace culture of innovation, understanding the state of employee engagement has never been more critical. And you probably already know this. But do you know specifically what kind of positive impact employee engagement can have on your organization? Employee engagement refers to a kind of emotional and professional involvement at the office, but what difference can this really make?

In this article, we present 12 of the most convincing statistics on employee engagement. And the numbers tell a powerful story; some of them might even surprise you! We’ll walk you through each one, explain its impact on business outcomes, and cover what levers organizations can pull to create thriving, motivated, and highly engaged workforces.

Let’s dive into the employee engagement data shaping today’s employee experience.

12 Employee Engagement Stats

If you’ve considered investing in resources that can boost engagement, you’re already on the right track. But if you or your stakeholders need a little extra convincing, these statistics should do the trick. Each one provides a different vantage point for understanding just how critical employee engagement is for business success. So pay attention and take notes! 

1. 85% of Employees Are Not Engaged at Work

Let’s begin with a sobering figure: 85% of employees are not engaged at work. This stat underscores just how widespread employee disengagement is on a global scale. Only 15% of employees describe themselves as engaged, meaning they’re emotionally invested in their work and actively contributing to their organization’s business success.

This silent majority is costing companies dearly in productivity, innovation, and morale. It’s a wake-up call for organizations still relying on outdated approaches to culture and communication.

2. Global Employee Engagement Stands at 23%

Looking more broadly, only 23% of employees around the world consider themselves engaged. While this marks a slight improvement from earlier years, it’s clear that the vast majority of workers are still actively disengaged.

The challenge is universal, affecting industries and geographies alike. With only a quarter of the global workforce operating at full potential, businesses need to rethink how they foster connection, purpose, and support on a daily basis, to create engaged employees. They need to rethink their employee engagement strategy on a macro level.

3. U.S. Employee Engagement Drops to 31%

Zooming in on the United States, engagement levels have dropped to 31%, the lowest point since 2014. This is particularly concerning given that U.S. employee engagement rates had previously led the global average.

The decline suggests a growing disconnect between employees and their organizations, perhaps accelerated by post-pandemic fatigue, changing work expectations, or ineffective communication. Leaders must not assume that “business as usual” will work in this new era when it comes to engaged employees and the enthusiasm employees show. 

4. Actively Disengaged Employees Cost the Global Economy $8.8 Trillion

What’s the real cost of disengagement? According to studies, actively disengaged employees are responsible for a staggering $8.8 trillion in lost productivity globally. This figure alone should compel every leader to put employee engagement at the top of their strategic agenda. 

Beyond morale, the economic impact of this lost productivity is measurable and profound. The organizations that treat employee engagement as a business-critical metric are the ones best positioned for growth. When you measure employee engagement, and your employees feel engaged, you’re essentially gauging your potential for organizational success. 

5. Engaged Teams Show 23% Higher Profitability

On the flip side, companies that do invest in employee engagement reap tangible rewards. Research shows that highly engaged teams generate 23% more profitability than disengaged employees, resulting in everything from enhanced productivity to better customer service. 

This stat demonstrates the clear business strategy case for employee engagement: it’s not just about creating a “nice” workplace for employees or promoting wellness programs; it’s about boosting performance, customer satisfaction, job satisfaction, and ultimately, the bottom line.

6. Recognition Boosts Employee Engagement by 69%

One of the most effective ways to boost engagement? Recognition. Employees who feel recognized are 69% more likely to be engaged.

Appreciation fuels motivation and thus increases employee engagement. Whether it’s a public thank-you, a peer shoutout, a holistic wellness program, or a personalized reward, making recognition and even wellness programs a daily habit can dramatically change how people feel about their work as engaged employees.

7. Flexible Work Arrangements Increase Employee Engagement by 67%

Flexibility continues to be a major driver of employee engagement and employee satisfaction. Employees with access to flexible work arrangements—such as remote workers with flexible hours—are 67% more likely to be engaged. On site employees without options can feel restricted in their relationship to the company. On site workers who enjoy a certain amount of flexibility, on the other hand, often reciprocate that on an engagement level. 

This stat validates what many employees have long known: autonomy, wellness programs, and a better work life balance lead to better mental health, focus, and wellbeing. Organizations that build flexibility into their company culture and promote employee well being signal trust and empathy, two pillars of modern employee engagement.

8. Career Development Opportunities Enhance Engagement by 80%

Employee engagement isn’t just about the present; it’s about the future. Employees who feel supported in their career development, and who have career advancement opportunities at the ready, are 80% more likely to be engaged. And when employees, especially younger workers, feel engaged, business thrives. 

Growth matters. Learning paths, mentorship, upskilling, and promotion opportunities all show employees that their employer is invested in their long-term success. It’s a critical component of overall retention, positive employee sentiment, and employee satisfaction.

9. Hybrid Workers Report Highest Engagement at 38%

Among different work models, hybrid employees report the highest engagement rates, coming in at 38%. Remote employees who share some time in the office often experience the best of both worlds, and such policies can help to attract new job seekers as well.

This suggests that a combination of remote work and in-office hours may offer the best solution: focus and flexibility, alongside in-person connection and collaboration. As companies refine their hybrid policies, and try to minimize disengaged employees, prioritizing intentionality and employee input will be key. 

10. Manager Engagement Drops to 27%

Another important trend: manager engagement has dipped to 27%, down from 30%.

When managers are disengaged, it has a cascading effect on their teams. As the front-line leaders of company culture, disengaged managers struggle to inspire, communicate, and support their teams effectively. Investing in manager learning and development opportunities, along with well being programs, is critical for an effective conference board and leadership team.

11. Employees Who Feel Included Are 3x More Engaged

Inclusion isn’t just a moral imperative: it’s a company performance driver. Employees who feel included are three times more likely to be engaged at work, and they generally have higher job satisfaction rates. 

Belonging fuels participation. When employees feel valued, they show up with more energy and commitment. Cultures with inclusive communication drive collaboration, creativity, and employee retention across the board.

12. Companies with Engaged Employees See 43% Lower Turnover

Finally, the retention payoff: companies with employees engaged enjoy 43% lower employee turnover.

This stat is especially relevant in a time when retaining talent has become a top challenge. When employees feel connected and are engaged, they stay longer, contribute more, and become ambassadors for your brand. It’s a win-win.

The Role of Internal Communications in Employee Engagement

Now that we’ve seen what the numbers say, let’s talk about one of the most powerful (yet often overlooked) levers for engagement: internal communication.

It’s no coincidence that disengagement thrives in environments where communication is unclear or inconsistent. In fact, 1 in 3 employees report not trusting their employer: a trust gap that often stems from miscommunication. If employees feel left in the dark or disconnected from leadership, engagement will inevitably suffer. When employees feel valued, it changes everything. And engaged employees outperform their unengaged colleagues in virtually every category.

On the other hand, effective internal communication builds trust. It helps employees agree on direction, feel informed, and aligned with company goals. It ensures people understand the “why” behind decisions, see the impact of their work, and feel part of something bigger.

This is where the Sociabble communication platform can make a meaningful difference. It accomplishes this by:

• Centralizing internal news
• Enabling multi-format content storytelling (text, video, live)
• Encouraging peer-to-peer interaction and employee surveys
• Transforming internal communication into a strategic engagement tool
• Ensuring that everyone, from frontline workers to remote managers, feels connected to the company’s mission and that all employees feel heard 

Why does all this matter? Because empowering employees and improving employee engagement starts with improving how you communicate. And Sociabble is designed to do just that. 

Conclusion

Employee engagement today is both a challenge and an opportunity. From productivity gains to reduced turnover, the stats clearly show that highly engaged employees are the key to successful organizations.

But engagement doesn’t happen by accident. It requires intentional strategies, from recognition and flexibility to inclusive leadership and transparent communication. And at the core of it all? The way you communicate with your people. At Sociabble, we’ve already partnered with industry leaders around the globe, including names like Coca-Cola CCEP, Primark, and Groupe L’OCCITANE to achieve higher employee engagement and better communication. And we’d be happy to discuss ways we can do the same for you.

If you’re ready to take your internal communications, and your employee engagement, to the next level, Sociabble is here to help.

Just schedule a free personalized demo, and discover what Sociabble can do for your company.