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Statistics

Employee Engagement Statistics By Productivity, Importance, Satisfaction, Demystifying, Rewards and Challenges

Joseph D'SouzaBy Joseph D'SouzaJanuary 6, 2025No Comments27 Mins Read
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Employee Engagement Statistics

Introduction

Contents

  • Introduction
  • Editor’s Choice
  • What Is Employee Engagement?
  • Importance of Employee Engagement
  • General Employee Engagement Statistics
  • Employee Productivity Statistics
  • The ROI of Engaged Employees Statistics
  • Employee Satisfaction Statistics
  • Practical Ways to Leverage Employee Engagement Statistics
  • Hybrid Work and Employee Engagement Statistics
  • Future of Employee Engagement Software Statistics
  • Demystifying Employee Engagement Statistics
  • Rewards And Employee Engagement Statistics
  • Challenges In Employee Engagement Statistics
  • Conclusion

Employee Engagement Statistics: It’s a well-known fact in the workplace that managers and jobs can keep some employees engaged part of the time, but not all employees stay engaged all the time. If you’re a manager or work under one, you’ve probably seen workers who just aren’t interested or motivated by their tasks.

Since employee engagement has many benefits for both workers and companies, it’s important to understand why people are engaged or not and what actions managers or companies can take to improve it. We shall shed more light on the Employee Engagement Statistics through this article.

Editor’s Choice

  • Companies with engaged workers can perform up to 202% better than those with less engagement.
  • Employee Engagement Statistics stated that almost 85% of employees worldwide are not engaged at work.
  • Poor employee engagement costs businesses between $450 billion and $500 billion every year.
  • A strong company culture can boost revenue by up to four times.
  • 47% of American workers feel their job is just a way to earn a living.
  • Nearly 43% of employees are dissatisfied with their career growth.
  • 37% of employees say being recognized is the most important factor in staying engaged at work.
  • Increasing spending on employee engagement by 10% can lead to an extra $2,400 in profits for each employee per year.
  • Teams with engaged employees experience 23% higher profits and 81% fewer absences.
  • Managers are responsible for at least 70% of the differences in how engaged employees feel.
  • 59% of employees are “quiet quitting” (not engaged), while 18% are “loud quitting” (actively disengaged).
  • Fully remote employees (30%) are more engaged than those working only in the office (21%) or in a hybrid setup (24%).
  • The employee engagement rate in India is 32%, which is higher than the global average of 23%.
  • Employee Engagement Statistics stated that almost 91% of Indian employees working in a hybrid model are more engaged than those working fully remotely or in the office.
  • 92% of business leaders think engaged employees perform better at work.
  • Only 45% of companies say they use consistent performance tools across their entire business.

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What Is Employee Engagement?

Employee engagement is how committed, excited, and dedicated employees are to their work and the company they work for.

It involves the emotional connection and sense of purpose that makes employees go beyond their regular job duties. Engaged workers are motivated and happy and play an active role in helping the company succeed. They are more likely to be productive, creative, and loyal, which leads to better customer satisfaction and overall business results.

33-employee-statistics-you-need-to-know

Employee engagement is important for creating a positive workplace, improving employee wellbeing, and reaching the company’s goals.

Importance of Employee Engagement

  • Customer loyalty and engagement: Engaged employees provide excellent service, which helps keep customers loyal. Employee Engagement Statistics found a 10% link between employee engagement and customer loyalty.
  • Profitability: Engaged workers care more about the company’s success. Employee Engagement Statistics found that companies with engaged employees saw a 23% increase in profits.
  • Productivity: Engaged workers are focused, motivated, and more productive. Employee Engagement Statistics reported an 18% increase in productivity among engaged employees.
  • Lower turnover: Engaged employees are less likely to leave, which saves on hiring and training costs. Employee Engagement Statistics found that companies with engaged employees saw a 43% improvement in employee retention, while those with more turnover saw an 18% improvement.
  • Fewer safety incidents: Engaged employees are more focused and make fewer safety mistakes. Employee Engagement Statistics reported a 64% drop in safety incidents in engaged workplaces.
  • Less theft: Employees who feel appreciated are less likely to steal. Employee Engagement Statistics found that employee engagement reduced theft by 28%.
  • Fewer absences: Engaged employees are more likely to show up for work. Employee Engagement Statistics found that absenteeism dropped by 81% in companies with engaged workers.
  • Better patient safety: In healthcare, engaged employees improve patient care and reduce risks. Employee Engagement Statistics saw a 58% improvement in patient safety thanks to employee engagement.
  • Better product quality: Engaged workers are more likely to spot and fix product flaws. Employee Engagement Statistics found a 41% improvement in product quality with engaged employees.
  • Health and wellbeing: Employees with high engagement feel less stressed, which lowers healthcare costs. At high-pressure companies, healthcare costs are almost 50% higher than at companies with better engagement, according to the Employee Engagement Statistics.
  • Organizational citizenship: Engaged employees are more involved in the company’s success. They feel like part of the team and contribute to the company’s culture.
  • In short, employee engagement helps improve many key aspects of a business, including customer service, profits, safety, and employee health. Engaged employees are more productive and more loyal and help the company grow.

General Employee Engagement Statistics

  • The global market for employee engagement software reached USD 1.0 billion in 2023.
  • By 2033, it is expected to grow to USD 3.8 billion, with cloud-based solutions making up USD 2.55 billion.
  • On-premises setups are expected to bring in USD 1.25 billion.
  • The market is split by company size, with large businesses holding 70.6% of the share.
  • In 2023, employee engagement in customer experience (CX) varied worldwide. Brazil had the highest engagement, with 62.5% of employees being highly engaged.
  • In 2023, job satisfaction and security were linked to digital skills, with 72% of highly skilled digital workers rating both aspects highly on a 0-10 scale.
  • In 2022, 57% of employees said that collaboration tools, which automatically connect to personal devices, were important for improving their work environment.
  • Also, in 2023, learning and development (L&D) professionals faced challenges, with 49% saying it was hard to get managers to prioritize learning for their teams. This emphasizes the importance of leadership in encouraging employee growth.
  • In 2024, companies around the world plan to focus their recruitment budgets on key areas. The top priority, with 33.23% of respondents, is investing in AI tools, reflecting the growing role of automation in hiring.
  • In 2024, companies are also focusing on improving productivity by investing in employee upskilling and reskilling. 51% of respondents plan to focus on enhancing workforce skills.
  • In the U.S., employee engagement software needs to be accessible in order to comply with the ADA and Section 508, with features like text alternatives and keyboard navigation for employees with disabilities.
  • Nearly 47% of highly educated workers said they would leave their jobs if there weren’t good career growth opportunities, looking for better options.
  • Employee Engagement Statistics stated that almost 77% of companies plan to focus on improving the employee experience to keep more workers around.
  • Employee Engagement Statistics stated that nearly 86% of employees want their employers to ask for feedback more often than once a year.
  • Almost 70% of workers believe that feeling empowered is crucial for staying engaged at work.
  • 91% of survey participants said their company leaders lack strong communication skills.
  • Employee Engagement Statistics stated that 33% of people leave their jobs because they get bored.
  • Nearly 84% of employees who are highly engaged were recognized at work, while only 25% of disengaged employees were.

top-4-components-of-employee-engagement (Source: pumble.com)

  • 68% of employees said they would leave their jobs if senior management didn’t support them.
  • A big 73% of employees would think about leaving their job for the right offer.
  • A workplace culture survey showed that 77% of workers agree that a good company culture helps them do their job better.
  • Employees whose values match their company’s values are 5 times more likely to be engaged.
  • Worldwide, 20% of employees are engaged in their work, while 36% of U.S. employees are engaged.
  • Around 91% of survey participants said their company leaders lack communication skills.
  • France has the highest employee engagement rate at 55%, with the UK not far behind at 50%.
  • Only 16% of companies are using technology to track employee engagement levels.
  • Employee Engagement Statistics stated that almost 50% of employees agree that managers who help with career development improve employee engagement.
  • Absenteeism drops by 41% when workers are highly engaged.
  • 79% of Gen-Z workers have thought about leaving their jobs, with 21% considering leaving for better benefits.
  • Workers in office, sales, and construction jobs have the lowest engagement rates, at just 12%.
  • Employee engagement drops by 7% after the first year on the job.

Employee Productivity Statistics

  • A single distraction can waste 4.8% of the workday. A study from the University of California Irvine showed that it takes about 23 minutes and 15 seconds to get back on task after being interrupted.
  • Even though interruptions may only last a few seconds, the time spent getting back to work adds up to 4.8% of an 8-hour workday.
  • On average, digital workers are productive for about 6 hours and 59 minutes each day, according to research by ActivTrak, with 134,260 employees.

most-important-productivity-tools (Reference: zippia.com)

The typical workday is about 10 hours and 7 minutes long. Here’s how that time breaks down:

#1. 7 hours and 24 minutes (73%) are spent working

#2. 94% of that work time (about 6 hours and 59 minutes) is productive

#3. 4 hours and 42 minutes (67%) are spent doing focused, deep work

#4. 1 hour and 42 minutes (24%) is spent multitasking

#5. 36 minutes (9%) is spent on teamwork or collaborating

  • Productivity peaks on Tuesdays, when workers are productive for about 6 hours and 59 minutes.
  • On Fridays, productivity drops to 6 hours and 44 minutes.
  • Interestingly, Monday has the most focus time, with 4 hours and 42 minutes spent on deep work, while Friday has the least focus time at 4 hours and 24 minutes.
  • Employee Engagement Statistics showed that 91% feel engaged at work, but only 52% say they are productive 75% of the time or more.
  • 72% of employees believe they could complete 30% more work each day if they had automation tools to help with repetitive tasks.
  • Additionally, 66% of workers say they spend at least 2 hours per week sending status update emails, and 64% spend at least 2 hours tracking billable hours.

top-worries-of-remote-teams-managers (Reference: 99firms.com)

Reduced employee productivity 82%
Reduced employee focus

82%

Employee engagement and satisfaction

81%
Whether they’re getting work done

80%

Lack of communication/ engagement with the coworkers

78%
Reduced team cohesiveness

75%

Background noise interrupting calls

73%
IT support issues

72%

The additional workload for others

72%
Employees work-life conflict

71%

Lack of opportunities for mentorship

71%
Difficulty participating in meetings

70%

Maintaining company culture

70%
Difficulty participating in meetings

70%

Maintaining company culture

70%
Difficulty managing remote employees

68%

Employee overworking

67%
Employees career implications

65%

Employee loneliness

59%

  • Around 70% of business leaders face pressure from executives to make employees more productive. However, executives use different ways to measure productivity.
  • Employee Engagement Statistics stated that almost 27% of executives focus on visible activity, 19% look at KPIs and goals, and 15% measure costs.
  • 27% of workers believe that KPIs, goals, and objectives should be the main way to measure productivity.
  • 17% think managers should have conversations with them to understand their productivity, while 13% think the number of hours worked should be the key measure.
  • Nearly 70% of employees say they would be more productive if they had fewer meetings.
  • On average, office workers attend about 12 meetings per month, and 83% spend less than a third of their week in meetings.
  • However, 1 in 20 professionals spends 20 or more hours per week in meetings, and 12% spend between 12-20 hours per week in meetings.
  • The most productive employees are more likely to use AI and automation.
  • Productive workers are 242% more likely to use AI and 78% more likely to use automation than less-productive workers.
  • On top of that, workers who use automation save 3.6 hours every week.

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The ROI of Engaged Employees Statistics

  • When a company invests in making employees happy and engaged, it leads to better customer service, higher productivity, more sales, better customer ratings, and higher profits.
  • Losing employees causes delays in customer service and product delivery (24.5%), lowers productivity (21.1%), and increases the cost of hiring and training replacements (17.2%).
  • Companies can reduce employee turnover by recognizing and rewarding achievements, keeping promises, giving employees more freedom at work, and treating mistakes as part of learning.

reasons-why-organizations-focus-on-employee-engagement (Reference: superbeings.ai)

  • Disengaged employees cost the U.S. economy between $450 billion and $550 billion in lost productivity each year. By engaging employees better, businesses can improve the economy, too.
  • Companies with more engaged employees are 22% more profitable than companies with low engagement.
  • Engaged employees are more productive, offer better customer service, and go above and beyond. This improves company performance.
  • Companies with engaged employees often perform 60% better than others in return on investment (ROI), return on equity (ROE), and return on assets (ROA).
  • Companies with engaged employees can see a 20% increase in sales and a 10% improvement in customer ratings.
  • Employees who feel their voices are heard are 4.6 times more likely to do well at work. Inclusive workplaces where everyone shares ideas lead to better decisions.
  • Companies with engaged employees can experience up to 4.5 times more revenue growth compared to companies with disengaged workers (Hay Group).
  • Companies with engaged workers have 18% higher customer retention rates. Keeping customers is cheaper than getting new ones, saving the company money.
  • Businesses with engaged employees outperform their competitors by over 200%.
  • Companies with strong employee engagement outperform their competitors by 73% in financial performance.

ROI-of-employee-engagement (Source: elevateleadership.com)

  • Customers are willing to pay 16% more for a great experience and remain more loyal.
  • Research shows that engaged employees are 50% more likely to meet or exceed their performance goals.
  • Companies with engaged employees report 70% fewer safety incidents.
  • Engaged workers help create safer workplaces.
  • Employees with high stress have healthcare costs 46% higher than those with low stress.
  • Promoting employee wellness through activities like fitness challenges and mindfulness can improve engagement.
  • Disengaged employees are 12 times more likely to quit their jobs within a year compared to engaged workers. High turnover leads to a loss of talent.

Employee Satisfaction Statistics

  • Leaders should focus on keeping employees happy because low satisfaction can lead to disengagement, which reduces productivity.
  • Around 80% of adults in the U.S. are happy with their current job.
  • Employee Engagement Statistics stated that 43% of U.S. workers (about 69 million people) are “very satisfied” with their job.
  • 38% are “somewhat satisfied. “However, 6% are “very dissatisfied” and 11% are “somewhat dissatisfied.”

the-workplace-factors-that-matters-most-to-employee-satisfaction-government-employees (Reference: coolest-gadgets.com)

  • The number of employees wanting to leave their current jobs decreased from 43% in 2022 to 34% in 2023. Still, over a third of U.S. workers want to leave for different reasons:

#1. 46% feel they’re underpaid.

#2. 39% want a better work-life balance.

#3. 33% feel burned out.

#4. 31% desire more flexibility, like remote or hybrid work.

  • What U.S. workers like and dislike: U.S. workers are generally satisfied with certain parts of their jobs:

#1. 79% are happy with job flexibility.

#2. 75% like their coworkers.

#3. 73% are fine with their commute time.

most-important-factors-for-job-satisfaction (Reference: coolest-gadgets.com)

  • But they are less happy with:

#1. 27% are unhappy with their pay.

#2. 27% are dissatisfied with the promotion process.

#3. 24% don’t like the company leadership.

  • Gen Z’s satisfaction and engagement: Gen Z workers tend to be less satisfied, less engaged, and more burned out than other workers:

#1. 84% of Gen Z employees feel engaged at work, compared to 91% of all workers.

#2. 21% of Gen Z workers say they don’t get enough hours, while only 15% of all workers feel this way.

Gen Z workers are also 11% more likely to be too tired after work to enjoy personal time compared to the average U.S. worker.

Practical Ways to Leverage Employee Engagement Statistics

  • Employee engagement statistics provide helpful insights that can assist businesses in improving employee satisfaction, productivity, and retention.
  • These numbers are more than just figures—they help guide companies in creating effective strategies that connect with employees and support company goals.
  • Here’s how companies can use these insights for long-term success:

#1. Use Data to Find Key Areas to Improve

Engagement statistics show what’s working well and what needs attention within a company. By looking at this data, managers can focus on areas like low morale, disengaged employees, or lack of career growth opportunities.

How to Apply:

  • Conduct regular surveys to measure employee engagement and track trends.
  • Focus on areas like feedback, career growth, and work-life balance, and create programs to improve them.

#2. Connect Employee Engagement to Company Goals

Employee engagement is more than just making employees happy—it’s about getting them to understand and support the company’s bigger picture. Engagement data can show where employees are aligned with company goals and where they aren’t.

How to Apply:

  • Regularly share company updates and goals with employees so they know how their work fits into the larger plan.
  • Organize meetings or workshops that link daily tasks to company goals, making employees feel their work is meaningful.

#3. Offer Career Growth Opportunities

Engagement statistics often show that employees are more motivated when they can see paths for advancement. Without these opportunities, morale drops, and turnover increases.

How to Apply:

  • Create mentoring programs and training opportunities to help employees grow.
  • Use employee feedback to ensure development programs meet their career goals and the company’s needs.

#4. Focus on Employee Wellbeing

Burnout, stress, and poor work-life balance often show up in engagement surveys. Addressing these problems is important for keeping employees and ensuring they feel supported.

How to Apply:

  • Offer wellness programs, including mental health resources, stress management workshops, and fitness activities.
  • Encourage a healthy work-life balance with flexible work hours, whether employees work remotely or in the office.

#5. Recognize and Reward Employees

Engagement data highlights the importance of recognition. Employees who feel appreciated are much more likely to stay motivated and engaged.

How to Apply:

  • Set up formal recognition programs to celebrate achievements and milestones.
  • Encourage employees to recognize each other’s work to build a culture of appreciation.

#6. Improve Communication and Transparency

Good communication builds trust, clarity, and engagement. Engagement statistics often point out communication gaps that, when fixed, can improve employee morale and alignment with company goals.

How to Apply:

  • Use communication tools to keep employees informed and connected.
  • Share results from engagement surveys and explain the actions being taken based on feedback, showing that employees’ opinions matter.

#7. Regularly Review and Adjust

Engagement is always changing based on shifts in the organization, employee needs, and market conditions. Ongoing checks help ensure strategies remain relevant and effective.

How to Apply:

  • Do quarterly reviews of engagement data to check on progress and adjust strategies if needed.
  • Track changes in engagement over time to measure improvements and find new areas to focus on.

By using engagement data effectively, companies can create a positive workplace where employees are excited to work, feel valued, and see opportunities for growth. This leads to greater job satisfaction and long-term success for the entire organization.

Hybrid Work and Employee Engagement Statistics

  • After the pandemic, hybrid work has become the biggest change in how employees engage with their jobs and balance work and life in 2023.
  • Hybrid workers split their time between working from home and at the office.
  • Typically, they work in the office from Tuesday to Thursday and work remotely on Mondays and Fridays.
  • In 2024, hybrid work is expected to be even more common, with employees likely to expect this option.
  • The flexibility of hybrid work is the main factor driving better work-life balance.
  • Employees value this flexibility as much as an 8% pay raise. It’s no surprise that 50% of HR leaders have already started or are thinking about using hybrid work.
  • With hiring and keeping employees becoming harder, offering hybrid work might be one of the best ways to keep your workers happy.
  • However, it’s not all easy. It takes extra effort to maintain a strong company culture, especially with remote workers.

over-half-of-u.s.-remote-capable-employees-expect-and-prefer-hybrid-work (Source: screencloud.com)

  • Hybrid work, where employees come to the office a few days a week, helps keep that connection to the company alive.
  • 60% of employees with jobs that allow remote work prefer a hybrid model.
  • Employee Engagement Statistics stated that 76% of workers believe hybrid work improves their work-life balance.
  • Fully on-site Workers have the lowest engagement, at just 29%, compared to 38% for hybrid and remote workers.
  • Employees are most engaged when they work in the office 2-3 days a week.
  • In 2023, 14% of the workforce was hybrid, and this number is expected to grow to 16.3% by 2028.
  • Employees value working from home the same way they would appreciate an 8% pay raise.
  • Hybrid workers are most likely to be in the office on Tuesday, Wednesday, and Thursday.
  • Employees are least likely to be in the office on Friday.
  • Employee Engagement Statistics stated that only 25% of workers think the 3-6 PM time is productive.
  • Employees who take regular breaks are 15% more productive.
  • 41% of HR leaders feel hybrid work weakens employees’ connection to the company culture, and 28% of employees agree.
  • 64% of workers would think about changing jobs if their company forced them to work in the office full-time.
  • 45% of CEOs said growth was one of their top 3 priorities for 2023, down from 53% in 2022.
  • Employee Engagement Statistics stated that almost 64% of HR leaders say finding qualified candidates is the biggest obstacle in hiring.
  • 50% of HR leaders have already adopted or are considering flexible work schedules, and 37% are looking into four-day work weeks.
  • Hybrid work is becoming a key part of employee satisfaction, but it also brings new challenges in keeping a strong company culture.
  • As hybrid work continues to grow, companies will need to adjust to keep employees engaged and happy.

Future of Employee Engagement Software Statistics

  • Don’t leave your employees’ experience to chance—invest in employee engagement software. This tool helps you measure, track, and improve how satisfied, motivated and engaged your employees are, as well as their productivity.
  • Also known as experience management (XM) programs, the best engagement tools make it easy to understand what drives employee engagement and suggest actions to improve it automatically.
  • Top programs send results directly to managers so they can take action quickly and make improvements. These tools typically include:

#1. Surveys to gather employee feedback

#2. Tools for Recognizing Employees

#3. Platforms for communication

#4. Analytics to measure engagement

#5. Actionable insights

  • EX25 is the latest version of employee engagement software. It measures the overall employee experience and helps you understand what factors drive engagement. This solution allows managers to take action based on real-time insights, leading to continuous improvement across the company.
  • EX25 is quick to implement, with pre-built surveys, standardized data for analysis and benchmarking, and proven methods. It’s comprehensive but flexible enough to meet your employees’ changing needs.
  • The system includes a pre-built dashboard with real-time analysis, so you can see employee feedback immediately.
  • Managers can access their team’s results, identify areas for improvement, and get tips for action. This helps them stay on track and drive progress.
  • With EX25, every manager can survey, improve, and track employee engagement, using real-time insights to focus on areas that will boost employee performance and experience.

Demystifying Employee Engagement Statistics

  • Employee Engagement Statistics show that employees are most committed to their jobs when they are in the right role, doing meaningful work, and have a great boss.
  • A recent survey from Harvard Business Publishing found that four leadership qualities have the biggest effect on employee engagement and morale:

#1. Leading honestly

#2. Helping others grow

#3. Encouraging inclusion

#4. Leading through tough times

Employee-engagement-profiles (Source: selectsoftwarereviews.com)

  • The 2023 Workhuman report found that employees working at companies with recognition programs are more connected to their workplace. Specifically, they are:

#1. 5x more likely to feel connected to the workplace

#2. 3x more likely to feel close to their coworkers

#3. 2x more likely to think their workload is manageable

#4. 4x more likely to recommend their company to a friend

  • Also, employees who meet with their managers regularly are more engaged:

#1. 43% of employees who check in weekly with their manager are highly engaged, compared to only 29% of those who don’t have regular meetings.

  • Additionally, employees at companies that celebrate personal milestones feel more supported and are:

#1. More likely to feel safe at work

#2. More likely to recommend their company (86% vs. 66%)

#3. More likely to be highly engaged (43% vs. 28%)

  • The rise of quiet quitting became a big topic in 2022. Quiet quitting refers to employees who do the minimum required at work but are mentally disconnected, even though they stay in their jobs.
  • While the quit rate in the U.S. has decreased in 2023, more employees are mentally checked out.
  • According to Employee Engagement Statistics, quitting quietly can cost companies almost as much as having employees actually leave.
  • Their study showed that 20% to 40% of employees in most companies are quiet quitters. These employees are three times more likely to be unhappy with their jobs compared to engaged workers.

employee-wellness-and-engagement-statistics (Reference: selectsoftwarereviews.com)

  • Some believe that quiet quitting is a sign of disengagement, but others argue it is more about workers pushing back against “hustle culture” and burnout.
  • Quiet quitting may reflect employees setting boundaries between work and their personal lives, choosing not to take on extra tasks without being paid for them. This can be compared to other behaviours like “coasting” or “working strictly by the rules.”
  • Taking breaks during the workday can actually improve productivity.
  • Studies show that employees who take regular breaks perform better and feel healthier overall.

Rewards And Employee Engagement Statistics

  • Rewards aren’t just about money or perks. Many non-financial rewards can also inspire employees to perform well.
  • One of the key factors is giving employees the chance to grow and develop in their careers.
  • If they feel they aren’t getting these opportunities, they might become unhappy and look for new jobs.
  • Nearly 54% of employees are happy with their company’s benefits, but it’s important to check regularly if these benefits still work for employees or if they’re being used enough.
  • 47% of employees are satisfied with the pay they receive for their work. This is understandable, especially given the financial challenges many have faced recently.
  • 50% of employees feel their rewards are tied to their performance, meaning they may work hard but don’t feel they are being rewarded or recognized for their efforts.
  • Employee Engagement Statistics stated that 79% of employees say more recognition and rewards would make them more loyal to their company.
  • 64% of employees received praise or thanks in the last week, showing that even a simple “thank you” can make employees feel motivated, and it costs nothing.
  • Recognition is important: 79% of employees say they leave their jobs because they don’t feel appreciated.
  • Employees who receive regular feedback are 2.8 times more likely to be engaged at work.
  • Almost 84% of employees say recognition motivates them to succeed in their jobs.
  • 65% of employees feel valued and recognized for their work, but that still means 35% don’t feel appreciated.
  • Rewards aren’t only about perks: 59% of employees believe that training helps improve their performance.
  • 86% of employees would consider changing jobs for one that offers more opportunities for growth.
  • Employee Engagement Statistics stated that almost 68% of employees feel they have the training they need to do their jobs, which is a good sign.
  • Nearly 63% of employees feel they have opportunities to learn and grow at their workplace.
  • However, 52% of employees feel their career development goals aren’t being met at their current company.
  • These numbers show that while salary and benefits matter, employees also value recognition, chances to grow, and training.
  • Companies that focus on these aspects are more likely to keep their employees happy and engaged.

Challenges In Employee Engagement Statistics

  • Employee Engagement Statistics stated that only 36% of employees in the U.S. are actively engaged in their work and workplace.
  • Companies with engaged employees see a 233% boost in customer loyalty.
  • 43% of employees experience burnout due to a lack of engagement.
  • 66% of millennials plan to leave their jobs within the next five years because they feel misunderstood by older generations.
  • Baby boomers are twice as likely as millennials to stay at a job for 10 years or more.
  • Gen Z prefers face-to-face communication 33% more than email, challenging the assumption that they only prefer digital communication.
  • Employee Engagement Statistics stated that 38% of Gen X workers feel they need more training, compared to 28% of millennials.
  • 70% of people over 35 believe younger workers are less committed to their jobs.
  • Teams that use inclusive decision-making processes can make decisions twice as fast and hold half as many meetings.
  • Companies with more diverse management teams see a 19% increase in revenue from innovation.
  • Employee Engagement Statistics stated that 67% of job seekers say workplace diversity is an important factor when choosing a job.
  • However, 41% of managers say they’re too busy to focus on diversity efforts.
  • Employees in inclusive companies are 1.7 times more likely to feel innovative and 3.5 times more likely to reach their full innovative potential.
  • 70% of companies have either adopted or are working on a digital transformation strategy.
  • However, 70% of digital transformation efforts are still falling short of their goals.
  • The global cost of cybercrime has reached $8 trillion, highlighting the importance of securing technology.
  • Although 87% of companies see digital transformation as a competitive advantage, only 10% believe they have fully digitized their operations.

the-biggest-challenge-of-employee-engagement (Reference: flair.hr)

  • Here are some key points about employee engagement, workplace trends, and the challenges companies face in a fast-changing environment:
  • 62% of executives believe they will need to retrain or replace over a quarter of their employees by 2023 because of rapid changes in automation and digital technology.
  • Millennials and Gen Z workers who have good friends at work are twice as likely to feel engaged compared to those who don’t have close friends at their jobs.
  • Companies that use AI and machine learning to improve engagement see a 14% boost in employee productivity.
  • More than 50% of employees want their company to offer more support for their mental health, showing the importance of a diverse and supportive workplace culture.
  • Employee engagement increases by 60% in companies where both younger and older employees feel their work is valued.
  • With the rise of remote work, 32% of workers globally now work at least 50% remotely, which brings new challenges for maintaining a strong and inclusive work culture.

Conclusion

Improving and maintaining high employee engagement is an ongoing effort that should be a core part of your company culture and HR practices. Flexibility and open communication are important factors in building loyalty, trust, and a strong sense of community among your employees. You should focus on creating a positive and evolving work environment that helps each employee grow and reach their full potential.

We hope the employee engagement statistics in this article have shown you the value of investing in higher engagement levels within your organization.

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Joseph D'Souza
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Joseph D'Souza started Coolest Gadgets in 2005 to share his love for tech gadgets. It has since become a popular tech blog, famous for detailed gadget's reviews and companies statistics. Joseph is committed to providing clear, well-researched content, making tech easy to understand for everyone. Coolest Gadgets is a trusted source for tech news, loved by both tech fans and beginners.

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