Why Employee Engagement Is So Low And How We Can Turn It Around

Employee engagement in the workplace is at a 20-year historic low. But to anyone who's been paying attention, this isn’t a surprise. It’s been steadily declining for decades.

In my 30 years working in the human resources and organizational development field, I’ve witnessed the slow erosion of enthusiasm, commitment, and emotional connection in the workplace. What’s behind the trend? There isn’t one single answer. Instead, we’re living in a perfect storm—a convergence of broken trust, cultural disconnection, and a widespread failure to meet people’s core human needs at work.

Let’s take a closer look at what’s driving employee disengagement and more importantly, what we can do to create a more connected, motivated, and resilient workforce.

The Perfect Storm of Disengagement

The pandemic changed the future of work forever. While COVID-19 didn’t cause disengagement, it certainly accelerated what was already in motion. Many people now work remotely, and while that flexibility can be a gift, it also demands a level of self-management, motivation, and productivity that not everyone has developed yet.

Remote work and hybrid work environments can breed detachment if there’s no intentional culture to counterbalance the physical distance. Without day-to-day social reinforcement, it’s easy for people to drift, feel unseen, and lose touch with why their work matters.

On top of that, many employees have lost trust in leadership. They’ve seen promises broken, words and actions misaligned, and decisions made without transparency or accountability. If people don’t believe their leaders are honest or even aware of their impact, why should they stay committed?

And that brings us to one of the most overlooked truths: employee engagement is deeply personal.

The Human Side of Work: What Employees Actually Need

According to Gallup’s ongoing workplace studies, one of the biggest drivers of disengagement is that people don’t feel like anyone at work genuinely cares about them as a human being.

Think about that.

Not as a role. Not as a number. But as a person.

When someone doesn’t feel seen or valued, they become disconnected. It’s human nature. We’re wired for connection, belonging, and contribution. When those needs go unmet, our energy withdraws.

There are four basic human needs in the workplace:

1. Worth – Am I valued for who I am and what I bring?

2. Significance – Does my work matter?

3. Belonging – Am I part of something where I feel connected?

4. Clarity and Growth – Do I know what’s expected of me, and do I have the chance to stretch, learn, and evolve?

When those are present, people thrive. When they’re absent, they disengage.

Some employees are driven by even more than these foundational needs. They seek purpose-driven work, personal development, and the ability to align their efforts with a mission-driven organization.

So how do we meet those needs?

Reconnecting People to Purpose

Start with clarity. Every person on your team should know:

• Why their role exists

• What their unique contribution is

• How their efforts link to the bigger mission and vision of the organization

Simple, Impactful Ways to Improve Employee Engagement

You don’t need a giant budget to improve employee engagement. Here are some employee engagement strategies that make a real difference:

• Encourage active participation in meetings. Leverage the collective intelligence of the team. People need to feel heard and valued.

• Provide ongoing feedback and recognition. Don’t save it all for an annual review. Real-time feedback increases employee motivation and performance.

• Offer stretch assignments. People grow when they’re challenged with meaningful, developmental projects.

• Celebrate contributions and milestones. Recognition strengthens trust, connection, and overall workplace culture.

Understanding Gen Z in the Workplace

Much has been said about the younger workforce, but at their core, Gen Z wants what every generation before them wanted:

• Clarity on expectations

• The right tools and resources

• Opportunities for career development

• To feel genuinely cared for

• Meaningful work that makes a difference

What’s unique is that for many Gen Z workers, this is their first or second job. They’re still learning how to navigate the world of work, and it’s our responsibility as leaders to teach, mentor, and guide instead of only expecting immediate performance.

Change Fatigue Is Real

Organizational change is happening faster than ever. Mergers, reorgs, tech adoption, new strategies—it’s constant.

The issue isn’t change itself. It’s the lack of change management training, emotional resilience, and clarity during these transitions that creates disengagement.

Many people don’t know how to navigate change. They haven’t been taught how to manage their emotions, shift their mindset, or remain flexible in the face of uncertainty.

The Rise of Customer Pressure and Internal Resentment

Customer expectations are growing, but many employees feel their wages, recognition, or support aren’t keeping up. That disconnect creates resentment, which often leaks into the customer experience.

Here’s the good news: when companies invest in human development employees become better teammates, better service providers, and even better partners and friends outside of work.

In short, make people better at being people, and the ripple effects are enormous.

Rethinking Hybrid Work and Performance Management

Hybrid and remote work are here to stay, but the structures to support them often lag behind. Many workers don’t have the architecture, rhythms, or clear expectations to stay grounded and effective on their own.

Leaders need to ask:

• How do we keep remote workers engaged and connected?

• How often do we bring people together in person?

• Are we managing performance like it’s still 1985?

The old system of once-a-year reviews doesn’t cut it. People need frequent feedback, clarity, and real coaching. If we want employees to be accountable and aligned, we have to give them the support that makes that possible.

The Path Forward: Conscious Leadership

At the end of the day, leaders shape culture. That means they need to be intentional about the environment they create and they need to evolve themselves as well.

Leadership isn’t only about driving results. That’s a big part of it, but it’s also about cultivating trust, inspiring commitment, and nurturing potential among those you lead.

It’s time to train leaders to be more than managers. We must teach them how to engage, develop, and lead human beings with empathy and integrity. Evolve the Leader Within is a transformational path to becoming the kind of leader today’s workforce craves. And the next seminar series is starting soon. Register today!