Gallup's latest
State of the Global Workplace report finds that global employee engagement stagnated and
employee wellbeing declined in 2023 after multiple years of steady gains. The
result is that the majority of the world's employees continue to struggle at
work and in life, with direct consequences for organizational productivity.
The lack of
improvement in employee engagement and employee wellbeing is notable, as they
follow multiple years of steady gains. The U.S. and Canada have the highest
regional percentage of engaged employees at 33%, compared to the global average
of 23%, with women in the region experiencing higher engagement (35%) than men
(31%).
Gallup
estimates that low engagement costs the global economy US $8.9 trillion, or 9%
of global GDP — enough to make the difference between success and failure for
the world's development goals.
Employee
engagement is a significant factor in overall life experiences. Not all mental
health issues are related to work, but work is a factor in life evaluations and
daily emotions. Addressing employee mental health, in part, requires support
for thriving in life and engagement at work.
The U.S. and
Canada have the third-highest regional percentage of thriving employees at 53%,
compared to the global average of 34%.
Per Gallup’s
2024 State of the Global Workplace report, managers play a key role in the
wellbeing of workers.
Stress levels are high with 41% of the workers reporting that they are
experiencing "a lot of stress" in the workplace primarily due to bad
management practices. Even leaders are feeling burned out
"often or always" (25%), with 33% sharing they feel this way at least
some of the time.
Key Findings
Impacting Joy in The Workplace:
1. 20% of employees around the globe experience daily loneliness
- This number is higher for employees younger than 35
- Fully remote employees report loneliness at 25%
- Onsite employees report loneliness at 16%
Also, working
adults are less lonely (20%) than those who are unemployed (32%) - building and
sustaining relationships matters!
In-person
interactions are a plus for building relationships, with remote interactions
(phone, video, and texting) also contributing to one’s well-being.
What isn’t a
surprise is that employees who report disliking their jobs have a higher
tendency to experience daily stress and negative emotions. When work is found
to be meaningful and healthy work relationships exist, there are fewer negative
feelings and higher levels of joy in the workplace.
2. When managers are engaged at work,
non-managers are also more likely to be engaged.
3. Managers drive engagement through goal
setting, regular, meaningful feedback and accountability.
4. When employees are interested in what they do, productivity and enjoyment levels are higher.
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