Employee Engagement Hits a Decade Low—Now What?
Oh, the irony! While businesses continue their relentless search for talent, the employees they already have are quietly checking out. Gallup’s latest research confirms what many managers have been sensing—U.S. employee engagement has hit a 10-year low, with only 31% of employees feeling engaged in their work.
It’s like an office potluck where everyone forgot to bring the main course. Employees are showing up, but they’re just not feeling it.
The Great Disengagement: Why Are Employees Checking Out?
Sure, some of it is economic uncertainty, return-to-office mandates, and the Great Detachment of Gen Z. But if we really listen to employees, the message is clear:
🔹 “I don’t feel seen.”
🔹 “I don’t know where I’m going.”
🔹 “I don’t feel valued.”
🔹 “I don’t see a future here.”
And when employees don’t see a future, they look elsewhere—sometimes literally (hello, job boards) and sometimes just mentally (quiet quitting, anyone?).
So, What’s the Antidote to the Disengagement Epidemic?
The answer isn’t more office pizza parties or another employee survey that leads nowhere. It’s about real, human conversations that make employees feel heard, valued, and invested in.
1. Stay Interviews: Talk to Them Before They Walk on You
Why do we wait until employees leave to ask what could have made them stay? Instead of exit interviews, flip the script—hold Stay Interviews.
Managers, it’s time to ask:
✔️ What keeps you here?
✔️ What might make you leave?
✔️ What’s getting in your way?
✔️ How can I help you grow?
These conversations don’t just retain talent—they reignite engagement. And the best part? They don’t cost a dime.
2. Career Development: Show Employees a Future
Employees don’t need one ladder to climb. They need a kaleidoscope of career options—lateral moves, stretch assignments, skill-building, and mentorship. Career growth doesn’t just mean up; it means forward in a way that excites them.
Managers, help employees explore:
✅ Gigs and projects that expand their skills
✅ Cross-functional opportunities to build relationships
✅ New ways to contribute that align with their interests
Because if employees can’t see a future, they’ll go find one—somewhere else.
3. Love ‘Em or Lose ‘Em: Be the Boss They Want to Stay For
Let’s be real: people don’t leave jobs; they leave managers. And right now, too many employees are looking for an escape route.
The best leaders don’t just manage their people; they champion them. They:
✔️ Know what makes their people tick
✔️ Offer flexibility, not just policies
✔️ Recognize contributions in meaningful ways
As I’ve always said, “If you don’t show ‘em you love ‘em, someone else will.”
Let’s Turn the Great Disengagement Into the Great Re-Engagement
This 31% engagement rate should be a wake-up call, not a death sentence. Organizations that commit to career conversations, Stay Interviews, and real human connection will be the ones that thrive.
It’s time to stop talking about engagement and start talking to employees. Because when you invest in your people, they invest right back.
And that’s a win for everyone.
