Here are a few statistics you may want to read twice. According to Gallup1:
- 62% of employees are not engaged in their work.
- 52% of employees are either watching for or actively seeking a new job.
- Only 34% of employees are thriving in their daily well-being—meaning 66% are not.
Maybe you read these stats and thought, “Obviously.“
Perhaps you even see yourself in them.
The Universal Experience of Disengagement
In conversations with leaders across industries, I hear the same themes: We are less happy at work, less engaged in what we’re doing, and overall, less well.
And yet, here’s the challenge for leaders: What do we do with this information? It’s easy to acknowledge the problem—most of us feel it firsthand—but the more challenging part is figuring out how to respond. Do we accept disengagement as the norm? Or do we lean in and look for ways to reconnect people to their work, their teams, and a greater sense of purpose?
What Great Leaders Are Doing
The best leaders I know aren’t throwing their hands up in frustration; they’re getting curious. They’re asking different questions—about workload, meaning, flexibility, and connection. They recognize that engagement isn’t just about what people do but also how they feel. And the leaders who are making the biggest impact? They’re showing up with intentionality, knowing that small shifts in leadership create big shifts in culture.
If you’re one of those leaders eager to lean in, here are three ways to get started:
1. Ask better questions. Have you ever asked a kid, “How was school today?” only to get the classic one-word response: “Fine.” You know there’s more to the story, but the way you’re asking the question isn’t drawing it out. The same applies at work. Instead of asking a colleague, “How’s it going?” try something more intentional, like:
“What’s one thing that would make your work feel more fulfilling?”
“What’s getting in the way of you doing your best work?”
The way we ask questions matters. Curiosity fuels engagement and creates space for more candid, meaningful conversations.
2. Create small moments of connection. Grand gestures don’t drive engagement—they are built through consistent, small moments. A quick check-in, a word of appreciation, or simply making space for team members to share their ideas all contribute to a culture of connection. One simple but powerful approach is “leadership by walking around.” Instead of staying behind a desk or waiting for scheduled meetings, engage with colleagues in real-time. A casual conversation, a quick pulse check, or a simple presence can strengthen relationships and build trust. Small moments add up—don’t underestimate their impact.
3. Be transparent, even when it’s hard. People disengage when they feel out of the loop. Make transparency a habit. Bring your team into the conversation, whether it’s company challenges, leadership decisions, or upcoming changes. When team members feel trusted with information, they are far more likely to stay engaged and invested.
Workplace disengagement isn’t inevitable—but leadership that ignores it guarantees it. The leaders who lean in today will be the ones who create the cultures people want to be part of tomorrow.
