22 Intriguing Employee Engagement Statistics – 2022

Employee engagement is critical to productivity. When workers are engaged, job satisfaction usually rises, making them more efficient and effective. If you’re curious, here are 22 intriguing employee engagement statistics for 2022.

1. Disengaged Employee Cost Companies Up to $550 Billion Annually

Saying that disengagement can be expensive is an understatement. One study estimated that disengaged employees cost companies between $450 and $550 billion dollars each year.

[Source: The Conference Board]

2. Only 36% of Employees in the U.S. Are Engaged at Work

While engagement is often considered critical for productivity and broader company success, it’s surprisingly elusive. A mere 36% of employees in the United States are engaged at work. However, that’s higher than the global average. When taken together, only 20% of employees worldwide are engaged.

[Source: Gallup]

3. 15% of U.S. Workers Are Actively Disengaged

Marking a 1% increase over the year prior, 15% of employees in the United States are actively disengaged. Generally, workers in this category are openly dissatisfied with their professional experience or workplace or actively struggling with a lack of job satisfaction.

The remaining 49% of employees aren’t necessarily engaged, but they wouldn’t consider themselves miserable in the role. Instead, that position can manifest as complacency or indifference instead of clear dislike, more often than not.

[Source: Gallup]

4. 71% of Company Executives Believe That Engagement Is Crucial for Organizational Success

When it comes to boosting company success, engagement can matter. Overall, 71% of executives feel that engagement is a “very important” contributor to organizational success.

[Source: Harvard Business Review]

5. Only 24% of Executives Believe Their Workforce Is Highly Engaged

While executives know that engagement is vital and many put forth efforts to improve it, a mere 24% of executives say that their workforce is highly engaged. That indicates that there’s likely a disconnect between knowing that engagement matters and understanding how to improve it effectively in the workplace.

[Source: Harvard Business Review]

When it comes to engagement, managers make a huge difference. Seventy percent of variances in engagement levels are directly connected to the manager.

[Source: Gallup]

7. 90% of Employees Say That Recognition Motivates Them to Work Harder

Recognition often serves as a type of reward, encouraging employees to continue to do their best in order to receive more praise. As a result, 90% of employees state that recognition motivates them to work harder, creating a boost in engagement.

[Source: Achievers]

8. Productivity Rises by 17% on Average with Highly Engaged Teams

Along with less absenteeism, highly engaged teams are more productive. On average, productivity climbs by 17% with an engaged workforce.

[Source: Gallup]

9. Disengaged Workers Make 60% More Mistakes

When a worker is disengaged, they aren’t as attentive on the job. As a result, they experience 60% more errors than their engaged counterparts. Along with hurting product or service quality, mistakes can put other employees at risk of injury or illness, depending on the work environment and the process, materials, or other factors involved.

[Source: EHS Today]

10. Engaged Teams Experience 48% Fewer Injuries at Work

When engagement is higher, workers tend to be more attentive. Plus, they’re increasingly likely to follow safety protocols correctly. As a result, engaged teams experience 48% fewer injuries at work, on average.

[Source: Achievers]

11. 74% of Actively Disengaged Workers Are Looking for New Jobs, Compared to 30% of Engaged Employees

In a time when retention is a top priority for many employers, engagement could be the key. Overall, 74% of actively disengaged professionals are either intentionally seeking or keeping an eye out for a new job opportunity. Among engaged workers, only 30% are looking for something different.

For professionals that aren’t engaged but not actively disengaged, the number that are looking for new jobs is still fairly high. Fifty-five percent of employees in that category are after something different.

[Source: Gallup]

12. Turnover Falls by 24% to 59% on Average When Teams Are Highly Engaged

In another retention-related benefit, high engagement actually reduces turnover. On average, if a company is considered high-turnover (with a cumulative rate of more than 40% annually), turnover falls by 24% when teams are highly engaged.

However, in low-turnover environments (with cumulative annual turnover rates of 40% or less), the reduction is even more dramatic. There, a highly engaged business unit might see turnover decline by 59%.

[Source: Gallup]

13. Highly Engaged Business Teams Have a 41% Reduction in Absenteeism on Average

Absenteeism can wreak havoc on productivity, particularly if being short-handed creates bottlenecks that disrupt other operations. That’s a solid reason for companies to focus on engagement. Overall, there is a 41% reduction in absenteeism on average when teams are highly engaged.

[Source: Gallup]

14. 91% of Employees Who Feel Supported by Leadership Are Motivated to Do Their Best at Work

While an employee’s duties and responsibilities can undoubtedly play a role, support from leadership is also a factor. Overall, 91% of employees that believe leadership supports them are motivated to do their best on the job. Only 38% of workers who aren’t supported by leadership feel the same.

[Source: American Psychology Association]

15. 91% of Workers Who Believe Leadership Supports Them Are Satisfied with Their Job

Support from leadership doesn’t just motivate employees; it also increases job satisfaction. Ninety-one percent of workers who feel supported by company leaders are satisfied in their role. In contrast, only 30% of employees who don’t believe they are supported by leadership feel the same way.

[Source: American Psychology Association]

16. 51% of Employees That Don’t Feel Supported by Company Leaders Plan to Leave Their Job in the Next 12 Months

Since support from leadership impacts engagement, it shouldn’t be a surprise that workers who feel they don’t have it aren’t planning to stick around. Overall, 51% of employees who don’t feel supported plan to leave their position within the next year. Only 25% of workers that do believe they’re supported by leadership have similar plans.

[Source: American Psychology Association]

17. Companies That Prioritize Recognition Are 2.5 Times More Likely to See Rising Employee Engagement Figures

Recognition in the workplace is powerful, particularly when it comes to engagement. When employees feel seen and valued, loyalty, morale, and job satisfaction rise, making them more engaged. Overall, companies with cultures that rate highly when it comes to recognition are 2.5 times more likely to see increases in employee engagement.

[Source: Achievers]

18. Employees with Personal Values That Align with Their Employer’s Are 5 Times More Likely to Be Engaged

Having a strong alignment between an employee’s personal values and those held by their employer makes a difference. When there’s a correlation, employees are five times more likely to feel that they’re engaged at work.

[Source: Achievers]

19. 70% of Workers Feel Empowerment Is Critical for Engagement

Empowering employees to take ownership of their tasks, express themselves openly, and otherwise encourage their success makes a difference in the eyes of workers. Overall, 70% of employees believe that empowerment is a crucial part of the engagement equation.

[Source: Society of Human Resource Management]

20. 72% of Executives Consider Recognition of Top Performers a Major Factor in Engagement

When it comes to managing top performers, ensuring engagement remains high is essential, increasing loyalty and ensuring outputs remain high-quality and timely. While engagement is influenced by several factors, 72% of executives feel that recognition of top performers has a significant impact on employee engagement.

[Source: Harvard Business Review]

21. 58% of Workers Wish Employee Engagement Surveys Occurred More Often

Employee engagement surveys don’t just give companies critical information; they are often platforms where workers can express their thoughts and discuss their perspectives, typically in the hope of spurring change. As a result, 58% of employees wish that engagement surveys happened more frequently.

[Source: Achievers]

22. One in Three Workers That Quit Their Jobs Cite Boredom as a Major Reason

While it might not be the only factor, one in three workers who quit their job say that boredom was one of the main reasons for the decision. Often, they head for the hills to try to find a role with new challenges, essentially showcasing that engagement was a primary factor in their decision.

[Source: Korn Ferry]

Bottom Line

Ultimately, the employee engagement statistics above show not only how vital engagement is but also how challenging it is to create. While it can have significant impacts on productivity and turnover, companies commonly struggle with finding ways to monitor and improve engagement in their environments.

However, those that master the equation reap notable dividends. Higher productivity, work quality, and productivity usually come with the territory. Plus, recruitment and retention are easier to manage, making any engagement-related efforts worthwhile.

About the Author

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Catherine Reed

Catherine Reed is a writer and researcher with experience writing about a wide variety of topics including personal finance, technology, and staffing.