Improving Employee Engagement
In 2024, only 19% of global workers were fully engaged at work, according to an ADP survey of nearly 38,000 employees across 34 markets. This marks a record high since ADP began tracking engagement a decade ago and a notable increase from the 14% low recorded in 2020. However, one in five employees reporting full engagement remains relatively low, signaling the need for employers to enhance workforce engagement.
https://www.adpresearch.com/assets/people-at-work-2025-skills-development .
“While engagement is low, employers can take steps to improve it,” said Mary Hayes, director of research on people and performance at ADP’s research institute. The report identified two key factors that significantly impact engagement: work location and team dynamics.
Work Location Matters
Where employees work plays a major role in engagement. As return-to-office mandates increased, 56% of global workers (and 65% in the U.S.) reported working on-site daily in 2024—a two-percentage-point rise from 2023. Despite this, hybrid workers remained the most engaged, reinforcing previous research findings.
Flexibility in where and when employees work is one of three primary engagement drivers, Hayes noted. The other two are the freedom to choose how work gets done and the autonomy to make decisions. While hybrid and remote workers may enjoy greater flexibility, in-office employees often have more freedom and autonomy.
“Every organization must find the right balance between flexibility, freedom, and autonomy,” Hayes said. “If flexibility isn’t possible, focus on autonomy—giving employees control over how they complete their work.”
The Power of Strong Teams
High-performing teams significantly boost engagement. Employees on such teams were over five times more likely to report full engagement than those on average teams. However, fewer than one in five global workers considered their current team the best they’ve ever been on, with only 24% of U.S. employees agreeing.
Leaders and managers must cultivate cohesive teams that collaborate effectively toward shared goals. While on-site workers showed the greatest year-over-year improvement in team satisfaction, employers with flexible work arrangements should prioritize strengthening team dynamics.
Enhancing Employee Engagement
Building a highly engaged workforce requires deliberate effort. Organizations must foster emotional connections between employees and their work by implementing key strategies:
Clear Goals & Open Communication: Define organizational objectives, set performance expectations, and encourage two-way communication. Regular team meetings and digital collaboration tools can enhance dialogue.
Growth & Development Opportunities: Provide training programs, mentorship, and career advancement paths to support professional growth.
Recognition & Rewards: Acknowledge employee contributions through recognition programs, bonuses, and public appreciation.
Work-Life Balance: Offer flexible work arrangements, encourage breaks, and prevent burnout with no-meeting days and wellness programs.
Empowerment & Autonomy: Trust employees to make decisions and take ownership of their roles, fostering innovation and creativity.
Positive Workplace Culture: Promote inclusivity, collaboration, and trust while ensuring employees feel valued and respected.
Sense of Purpose: Employees who connect emotionally with an organization’s mission contribute more meaningfully. Companies must position employees as brand ambassadors, not just workers.
The Future of Workplace Engagement
Successful managers prioritize engagement by continuously discussing it with their teams and incorporating feedback into solutions. Companies that excel in engagement will drive stronger financial returns, outperform competitors, and rank among the best workplaces.
To thrive in 2025, organizations must address:
Reskilling & Lifelong Learning: Invest in continuous education, e-learning partnerships, and automation to bridge skill gaps.
Talent Attraction & Retention: Offer competitive salaries, clear career paths, and meaningful DEI initiatives to attract diverse talent.
Employee Well-Being & Mental Health: Provide counseling, flexible hours, and wellness programs to prevent burnout in an “always-on” digital world.
Evolving Leadership Styles: Move from hierarchical models to collaborative, emotionally intelligent leadership that prioritizes transparency and results.
Generational Workforce Dynamics: With five generations in the workforce, organizations must balance different work styles, communication preferences, and technological adaptability.
Compliance with Labor Laws & AI Regulations: Companies must navigate evolving labor policies and ensure ethical AI use in hiring and performance evaluations.
Organizations that embrace flexibility, innovation, and employee-centric policies will lead the future workplace and sustain long-term success.
