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Employee engagement statistics don’t just fill out a quarterly report — they pull back the curtain on how your people really feel. Who’s quietly checked out? Who’s leaning in? Who’s mentally updating their résumé during meetings?
Engagement isn’t about free coffee or team-building Tuesdays. It’s about whether employees feel connected, valued, and motivated to give their best. Not because they have to, but because they want to.
In this blog, we’re digging into the employee engagement statistics that actually matter — and what they reveal about building a workplace where people aren’t just clocking in, but genuinely bought in.
15 employee engagement statistics you need to know
When employees feel connected to their work, their team, and the bigger picture, everything changes — productivity climbs, morale improves, and culture starts to feel like more than a buzzword. But if you really want to understand what’s driving (or dragging) engagement, you need to look at the data.
Here are 15 employee engagement statistics that pull back the curtain on what’s working, what’s missing, and where organizations need to pay closer attention.
1. In the first quarter of 2024, 17% of employees were actively disengaged
According to 2024 Q1 data, 17% of employees are actively disengaged — up slightly from 16% in 2023. That 1% bump may seem minor, but in engagement terms, it’s more like a warning light on the dashboard. Actively disengaged employees don’t just feel disconnected — they show it, whether through lower output, missed goals, or quiet negativity that drags down team morale. The takeaway? Don’t wait for disengagement to spread. Invest in recognition, connection, and communication before the ripple becomes a wave.
2. 91% of employees who are meaningfully recognized at least monthly are very engaged at work
Here’s a stat from Achievers Workforce Institute (AWI) that speaks for itself: 91% of employees who receive meaningful recognition at least once a month say they’re highly engaged. That’s not a fluke — it’s a feedback loop. When people feel their effort is seen and appreciated, they’re more likely to stay motivated, committed, and all-in on their work. If engagement is slipping, take a hard look at how often — and how meaningfully — recognition is happening. Chances are, it’s not enough.
3. 43% of employees feel burned out — 37% say it affects their work
Burnout isn’t just a wellness issue — it’s a performance problem. Nearly half of employees feel burned out, and over a third say it’s hitting their day-to-day work. That’s not sustainable for anyone. If your engagement strategy doesn’t include support for mental health, workload balance, and manager check-ins, it’s missing the mark. Burned-out employees can’t engage — they’re too busy surviving.
4. 2.7 million Australian workers plan to leave their current job in the next year
Despite $27.8 billion in workplace investments, nearly 3 million Australian workers are eyeing the exits. Why? They’re looking for more — more growth, more balance, more meaning. If employers want to hang onto top talent, engagement efforts need to go deeper than surface perks. That means listening, recognizing, and building workplaces where people want to stay.
5. Millennial and Gen Z employees have seen a five-point drop in engagement
From 2023 to 2024, engagement among millennials and Gen Z fell from 40% to 35%, while active disengagement grew from 13% to 14%. That’s a problem — these are the future leaders, and they’re not feeling it. To re-engage this group, organizations need more than a mission statement. They need to create space for purpose, feedback, and recognition. Because when Gen Z and millennials feel connected, they don’t just show up — they show up strong.
6. 58% of employees wish their company conducted employee engagement surveys more often
More than half of employees — 58% — want to be asked how they’re doing more often. And yet, Achievers’ Engagement and Retention Report tells us that only 21% of companies run engagement surveys three or more times a year. That’s a gap. When the workplace is constantly shifting, checking in once a year doesn’t cut it. Frequent, focused surveys give employees a voice — and give managers the insight they need to take action before disengagement takes hold.
7. Engaged employees outperform disengaged employees by more than 40%
Want better performance? Start with better engagement. Engaged employees outperform their disengaged peers by more than 40%. The difference comes down to ownership — 93% of engaged employees go above and beyond, while less than half of disengaged employees do the same. It’s not about pushing harder — it’s about creating the kind of culture where people want to bring their best.
8. Alignment with an organization’s values is the #1 predictor of employee engagement
People want to work for companies that stand for something and actually live it. When employees feel aligned with their organization’s values, they’re 9x more committed to their roles and a lot less likely to start scrolling job boards. But values can’t just live in onboarding decks or CEO speeches. They have to show up in everyday decisions, conversations, and recognition. If people don’t see the connection, they won’t feel it.
9. When leaders communicate transparently, 85% of employees report feeling more engaged
Transparency isn’t just good leadership — it’s a proven engagement driver. According to SHRM, 85% of employees feel more engaged when leaders communicate openly. That doesn’t mean sharing every detail — it means being honest, consistent, and clear. When people understand what’s happening and why, they’re more likely to trust leadership, align with the mission, and stay engaged through change.
10. Over 80% of employees struggle to find the right coach at work
Coaching shouldn’t feel like a luxury, but for most employees, it still does. AWI tells us that more than 80% struggle to find the right coach, and only 17% even know where to start. That’s a missed opportunity. Great coaching doesn’t just improve performance — it builds confidence, clarity, and long-term engagement. Instead of defaulting to top-down management, organizations need to open more doors: think stretch goals, cross-functional projects, and real-time feedback. And when people grow? Make sure they know you noticed.
11. 96% of healthcare employees with strong connections to peers and colleagues are very engaged at work
In healthcare — where the stakes are high and the pace is nonstop — connection isn’t optional. It’s essential. According to AWI, 96% of healthcare employees who feel strongly connected to their peers report being very engaged at work. That’s no coincidence. Strong relationships build trust, reduce stress, and create the kind of support system that keeps people going, even on the tough days. If engagement is flatlining, connection might be the missing piece.
12. Disengaged employees account for approximately $1.9 trillion in lost productivity nationally
That’s trillion with a “T.” Disengaged employees are costing U.S. businesses around $1.9 trillion in lost productivity every year. When people are checked out, it shows — in missed deadlines, lower output, and quality that slips through the cracks. The fix isn’t a bigger to-do list — it’s a culture that keeps people connected and motivated. Recognition plays a big role here. When employees feel seen and appreciated, they’re more likely to stay focused, stay productive, and stick around.
13. 83% of leaders think their workforce is fully engaged — only 48% of employees agree
This one’s a reality check. While 83% of leaders believe their teams are fully engaged, less than half of employees feel the same. That’s not just a gap — it’s a disconnect. And it matters, because leaders can’t fix what they don’t see. To close the belief gap, organizations need more than gut instinct — they need real data, real conversations, and the willingness to act on what they hear.
14. 72% of employees prefer a job where they feel valued and supported over more pay without support
Turns out, support beats salary — at least for 72% of employees. Given the choice between a job that pays 30% more and one where they feel valued and supported, most people go with the latter, according to the Engagement and Retention Report. That doesn’t mean pay doesn’t matter — it does. But if the culture’s cold and recognition is nonexistent, a paycheck alone won’t keep people engaged. Feeling seen and supported still wins.
15. Employees with access to internal mobility are twice as likely to be highly engaged
According to AWI’s New Skills Gap Report, employees who see real opportunities to grow within their company are twice as likely to be highly engaged. The problem? Only 25% say their organization is actually delivering on that promise. When career growth feels like a guessing game, motivation tanks. But when people can picture their next step — and know they’ll be supported getting there — they’re a lot more likely to stick around and step up.
What employee engagement statistics are really telling us
Look at the numbers, and a few things become clear: people want to feel seen. They want to grow. They want leaders who listen, values they can get behind, and recognition that doesn’t feel like an afterthought. Engagement isn’t about grand gestures — it’s about getting the basics right, consistently and meaningfully.
That’s exactly what Achievers is built for. We take these stats to heart, turning them into real-world tools that help companies become places where people want to work. From everyday recognition to deep insights and seamless workflows, our employee recognition platform helps shape stronger cultures, more motivated teams, and better business outcomes — one meaningful moment at a time.
