Employee Engagement in the U.S. Hit a 10-Year Low in 2024

Employee engagement in the U.S. fell to an all-time low in 2024, marking the lowest numbers that have been observed in a decade. According to Gallup’s workplace satisfaction report, the engagement numbers showed that only 31% of employees were engaged in 2024, with 17% of employees being actively disengaged. Such stats were last seen all the way back in 2014, and the downward trajectory suggests that we may be working backward.

The U.S. workplace engagement statistics are a helpful way to assess where the workforce stands today, and it clarifies that the decline is not specific to an organization or industry, but has instead been observed on a much larger scale across the country. The decline in employee satisfaction and engagement to dangerously new lows may feel like a temporary program, but could ultimately be damaging to businesses in the long run.

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U.S. Employee Engagement Sinks Lower Than Expected

With all of the uneasiness and uncertainty surrounding the future of work, the news of the employee engagement numbers in the U.S. falling to a 10-year low is unsurprising. The last time the engagement numbers peaked was at 36% back in 2020 according to Gallup, and it has continued to fall ever since. 

A decline of a few percentages may appear small on the surface, but in practical applications, it refers to millions of workers. Since 2020, the decline has been equated to “about 8 million fewer engaged employees, including 3.2 million fewer compared to 2023.”

Is the Decline In Engagement More Pronounced Among Specific Employees?

Keeping in line with the key trends in employee engagement that we’ve seen over the last few years, the decline was more pronounced in workers under 35. This fall in engagement was particularly noted among Gen Z workers who were found to be five points less engaged than the previous year. Over the last year, employers and Gen Z workers have repeatedly found themselves at odds with each other, which makes the decline in engagement levels inevitable.

The U.S. employee engagement numbers were also lowest among finance and insurance workers, as well as workers associated with the transportation, technology, and professional service sectors. Considering that these sectors are believed to be among the best-paid and most well-compensated sections of workers, it is evident that high pay isn’t enough to guarantee engagement. 

Key Trends in Employee Engagement That Are Spurring the Decline

Gallup’s workplace satisfaction report took 12 engagement elements into consideration to explore where the fall in engagement stemmed from, but there were three factors that stood out starkly. One of the major trends resulting in the engagement decline came from the fact that only 46% of workers knew what was expected of them. A lack of clarity makes it difficult to execute any job, and when this continues for prolonged periods, maintaining interest in work becomes even harder.

Another critical point of note was that only 39% of employees strongly felt that someone at work cared for them as individuals. Most employees like to feel like active decision-makers in the organization, but when they are treated as replaceable cogs in the system, there is a pronounced difference in how they approach their work. 

Similarly, only 30% of workers strongly agreed that they had someone to encourage their development, so it is apparent that workers do not feel appreciated or supported at work. Employees who have felt bereft at work have likely seen little reason to commit fully to their jobs. 

The Nature of Work Is Changing but Employees Must Not Be Left Behind

The changing landscape of work over the last year has resulted in considerable turmoil among workers. With uninhibited layoffs occurring across industries, workers are already disheartened by their prospects, especially considering that it is harder than ever for many of them to find other jobs. The shift away from mental health support and DEI strategies that many Gen Z workers prioritized has also hit workers hard.

Combine all of these factors with the unsteady economic landscape and the shift away from hybrid work models, and we have the perfect recipe for unhappy employees. Employers who want to ride out the way of disengagement and see where it leads may see a rise in other trends among their workforce like quitting. 

Those who want to put an end to the fall in employee engagement should take active action to reconnect with workers and meet them halfway. Despite how dire the situation sounds, the majority of employees are on a mission to find a job they love and invest their time on one that appreciates them back.

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