I didn’t expect to write about this topic again so soon, but a new report from Gallup has made it clear: the challenge of disengaged teams is bigger than I imagined. Gallup’s latest findings reveal a stark picture for teams today—employee engagement in the U.S. has dropped to its lowest level in a decade.
Employee engagement in the U.S. fell to 31% in 2024, matching the lowest level seen in 2014. Meanwhile, actively disengaged employees rose to 17%, also reflecting 2014 levels.
These numbers reflect what many leaders have shared with me: teams are losing energy, purpose, and morale. The data underscores the size of the problem, but if you’re seeing this in your workplace, I hope it reassures you that you’re not alone.
What’s behind disengagement?
Gallup identifies three critical areas where engagement has declined the most:
Clarity of expectations: Only 46% of employees clearly know what is expected of them, down 10 points from 2020.
Feeling cared for as a person: Just 39% feel strongly that someone at work cares about them, a drop from 47% in 2020.
Encouragement for development: Only 30% strongly agree that someone encourages their growth, compared to 36% in 2020.
At its core, this current disengagement trend stems from a lack of clarity, connection, and opportunities to grow. These are issues in communication, collaboration, and culture respectively. People come to work seeking purpose and relationships, yet many managers are failing to meet these fundamental needs.
A leadership challenge—and opportunity
Addressing these issues doesn’t require expensive programs or tools—it requires energy, focus, and authenticity. Yet, Gallup’s report reveals another sobering fact:
Managers themselves are faring no better, with only 31% engaged.
Leadership is demanding, especially in turbulent times. It’s easy to see why so many leaders are struggling alongside their teams. But even in challenging circumstances, small, intentional actions can make a significant impact.
Rebuild engagement
- Show Vulnerability — Share your own challenges with energy and purpose—not in a way that overburdens your team, but to demonstrate that you, too, are navigating uncertainty. A little vulnerability goes a long way in building trust and connection.
- Clarify Expectations Together — Facilitate a team session to revisit expectations—both for the group and individuals. Encourage your team to articulate what they expect from themselves and others. Use this opportunity to co-create a team working agreement, ensuring everyone feels aligned and accountable. Questions to Ask:
- “What does success look like in your role?”
- “What do you expect from me as your leader?”
- “What expectations should we set for each other as a team?”
- Commit to Regular 1:1s – Set recurring 1:1 meetings at a consistent time, and never cancel them. These conversations signal to your team that their growth and well-being are a priority. During these sessions, turn off notifications, take notes, and listen actively. If time is limited, even a regular 15-minute check-in can go a long way in building trust and engagement.
- Foster Growth Conversations — Host a session where team members share what they want to learn and who they’d like to learn from in the coming year. This sparks curiosity, builds connections, and reinforces a culture of development. Ask each team member to write down one skill they want to improve and one way they could help a colleague grow. Collaborate on ways the team can support each other’s aspirations.
Quick wins to boost engagement now
If you’re feeling overwhelmed by big changes, start with these small actions:
- Send a thank you: Write a quick email or Slack message acknowledging a team member’s recent effort.
- Celebrate a win: Share a success from the team in your next gathering or company Slack channel.
- Connect informally: Walk around (or virtually check in) and have casual conversations with team members.
These simple gestures create immediate positive momentum while you plan for larger changes.
Take care of yourself
As I wrote last week, "Supporting others requires energy, and you can’t lead effectively if you’re running on empty." Your energy and focus set the tone for your team. You can't possibly make a meaningful dent in the engagement problem if you're not feeling engaged yourself. Aside from making time for you to recharge, find a mentor or a coach and ask for help to get you over your slump.
You’re not alone
Leadership can feel isolating, but remember—you don’t have to navigate this alone. By focusing on small, meaningful actions, you can rebuild trust, purpose, and energy with your team. Engagement isn’t a one-time fix—it’s a shared effort between you and your team. Start with authenticity, lead with clarity, and watch how these small steps inspire progress. And take care of yourself!
