Dana Haase, Senior Vice President

As we move through 2025, employee engagement has hit a 10-year low, with only 31% of employees feeling truly engaged at work. This steep decline presents a serious challenge for Internal Communications and HR leaders who often share responsibility for shaping workplace culture and the employee experience.

Understanding What’s Driving Disengagement

Several key factors are fueling this downturn:

• Lack of Clarity: Only 46% of employees fully understand what’s expected of them, a drop from 56% in 2020.
• Weakened Personal Connections: Just 39% feel that someone at work genuinely cares about them, down from 47%.
• Limited Growth Opportunities: Only 30% feel encouraged in their development, compared to 36% in 2020.

Younger employees and those in industries like finance, insurance, technology, and professional services are feeling the impact the most. Organizational shifts, hybrid work challenges, and outdated performance management systems are further exacerbating the problem.

What You Can Do to Reverse the Trend

Employee engagement isn’t just about policies or perks – it’s about fostering real connections, clarity, and purpose. Here’s how you can take action today:

1. Reinforce Purpose and Values

Your employees need to see how their work contributes to a bigger mission. Make it clear how their roles align with your organization’s purpose and regularly showcase stories that illustrate that impact.

2. Bring Recognition to the Forefront

Genuine, timely recognition goes a long way. Make it a habit to celebrate both individual and team successes – not just through formal awards but in everyday conversations, meetings, and internal platforms.

3. Develop Leaders Who Prioritize Connection

Your managers are the frontline of engagement. Equip them with the skills to lead with empathy, have meaningful check-ins, and create an inclusive team environment. When leaders build trust and relationships, engagement naturally improves.

4. Create More Listening and Feedback Loops

If you’re not asking, you’re guessing. Use pulse surveys, focus groups, and town halls to gather real-time insights – and then act on them. Employees need to see that their feedback leads to tangible changes.

5. Provide Career Growth Opportunities That Matter

Make development a priority by offering stretch assignments, mentorship programs, and clear paths for career progression. Employees who see a future in your organization are far more likely to stay engaged.

6. Clarify Expectations and Support Performance

Set employees up for success by ensuring they have clear goals, consistent check-ins, and the resources they need to thrive. Performance management should be a tool for growth, not just evaluation.

The Bottom Line

Employee engagement isn’t just a nice-to-have, it’s a business imperative. By taking intentional steps to strengthen culture, leadership, and communication, you can turn the tide and build a workforce that is not only engaged but also motivated to contribute at their best. The time to act is now.

Need help? Contact rf.engage, and we’ll work with you to develop a strategy that strengthens employee connections, drives engagement, and aligns communication with your business goals.