Employee engagement has emerged as more than a buzzword; it’s a business requirement. In our recent conversation, The Current State of Employee Engagement with Dr. Jack Wiley, chief scientific officer and Jeff Gelinas, president of employee and consumer engagement & incentives, compelling insights were shared that paint a clearer picture of where engagement stands and where it’s headed. Especially, as organizations strive to navigate economic shifts, changing workforce expectations and hybrid work realities.
At its core, employee engagement is about motivation; specifically, the willingness of individuals to apply discretionary effort toward the success of their organization. It’s not just about being satisfied with a job. It’s about feeling connected, committed and inspired to contribute beyond basic responsibilities. Engagement, as our experts highlighted, is the outcome of the overall employee experience, shaped by a blend of tangible policies, leadership practices and workplace culture.
Encouragingly, recent data in our Engagement Rebounds to Near Pre-Pandemic Levels Research Brief shows a rebound in national employee engagement levels, reaching their highest point since 2018. This increase marks a significant shift from the pandemic-driven downturn just a few years ago. External economic conditions have improved, creating more opportunities for professional growth and advancement. At the same time, many organizations have doubled down on internal strategies to better recognize and support their people.
What’s driving this positive trend? The answer lies in consistent, foundational factors: employees want to feel recognized for their work, see a promising future within their organization, experience a healthy work-life balance, collaborate with strong teams and trust that their workplace is invested in their success. Interestingly, these drivers remain essentially unchanged across industries. What varies is how effectively companies deliver on them.
One of the most powerful takeaways is that engagement isn’t solely the result of a direct manager’s influence. While that relationship matters, engagement is shaped by multiple touchpoints, including senior leadership, peer collaboration, organizational policies and the overall sense of purpose and alignment with company goals. Organizations that focus too narrowly risk overlooking critical engagement levers.
Equally important is the distinction between measuring engagement and the experience leading to it. Some industry polls paint a more negative picture, partly due to narrower methodologies that only count the most favorable responses. A broader and more nuanced approach can reveal a more accurate and often more optimistic landscape.
For leaders looking to strengthen engagement, the roadmap is clear. Start by measuring current engagement levels, then identify and prioritize the most influential drivers of engagement. Focus efforts on a few key areas that align with strategic goals rather than spreading resources too thin. Develop action plans based on employee feedback, communicate changes transparently, and track progress over time. Close the loop; employees should see that their voices lead to action.
One frequently overlooked element is job-person fit. When employees are in roles that align with their skills, interests and sense of purpose, engagement flourishes. It’s not just about promotions or titles; it’s about meaningful work, opportunities to grow and being part of something that matters.
Looking ahead, the future of engagement will continue to evolve in tandem with shifts in workplace dynamics. While hybrid work models will likely stabilize for many knowledge workers, a significant portion of the workforce will remain in roles that don’t offer remote flexibility.
Ultimately, the drivers of engagement have remained remarkably stable over time. Recognition, growth, belonging, purpose and respect are not fleeting trends, but enduring human needs. Organizations that listen, act and genuinely invest in their people will not only foster stronger teams but position themselves for long-term success.
To watch or rewatch the recent conversation, click the WATCH SESSION button below!
