We're bombing the engagement game.

Employee engagement is a huge deal. When your team's motivated and invested, your business thrives. But lately there’s a concerning trend—employee engagement is dropping fast. At least half of the clients we work with at Eonova suffer significant value gaps due to flawed engagement. For companies that rely on their employees to go the extra mile, this is a massive red flag. If you’re a business owner, now’s the time to sit up and pay attention.

In this post, we’ll dig into some eye-opening stats about disengagement, the risks of having a checked-out team, and, most importantly, what you can do to turn things around.

Some Gross Employee Engagement Stats

Let’s kick things off with some numbers that might make you wince:

• Only 23% of employees globally are engaged at work, according to Gallup’s 2023 State of the Global Workplace Report.
• Even in the U.S., where we’re often more optimistic, just 33% of employees are engaged. So, basically, two-thirds of your team might be running on autopilot.
• A whopping 64% of employees are planning to leave their current job within the next year, as per Achievers Workforce Institute. Burnout, lack of recognition, and plain old boredom are pushing people out the door.

Let those numbers sink in. It’s not just a few people who are disengaged—it’s potentially a majority of your workforce. So, what happens when a good chunk of your employees are barely getting through the workday?

The Real Risks of Disengaged Employees

Disengaged employees don’t just show up and clock out. The ripple effects of disengagement can be felt in almost every part of your business. Here are some of the biggest risks:

• Productivity Takes a Nosedive - When employees are disengaged, their productivity tanks. Gallup found that highly engaged teams are 21% more profitable and 17% more productive than their disengaged peers. On the flip side, disengaged employees are basically doing the bare minimum—no spark, no creativity, no urgency.
• Turnover Skyrockets - Replacing employees is really expensive. SHRM estimates that turnover costs between 50-200% of an employee’s annual salary. If your employees aren’t feeling connected to their work or your company, they’re way more likely to jump ship, and you’ll be left in an endless (and costly) hiring cycle.
• Toxic Work Environment - Disengagement is contagious. When one employee starts to disconnect, their negativity can spread like wildfire, pulling down team morale and making the workplace toxic. Once your company culture takes a hit, it’s much harder to attract and retain top talent.
• Customer Service Suffers - Disengaged employees don’t exactly put in the extra effort for your customers. This often leads to poor customer service, missed opportunities, and lost business. Companies with highly engaged employees enjoy 10% better customer satisfaction, according to the American Customer Satisfaction Index. Happy employees, happy customers—it’s as simple as that.

The 3 Drivers of Engagement

In the book, The Truth About Employee Engagement, Patrick Lencioni identifies three critical drivers of employee disengagement: anonymity, irrelevance, and immeasurability. Addressing these areas can transform a disengaged workforce into a thriving team.

1. Anonymity - Employees cannot be fulfilled in their work if they feel invisible. Everyone needs to be understood and appreciated for their unique qualities by someone in a position of authority. [Action Step: Take time to know your employees. Regular one-on-one check-ins can help managers connect personally with team members, showing that their individuality matters.]
2. Irrelevance - Everyone needs to see how their job makes a difference. Without understanding how their work impacts others, employees lose motivation. [Action Step: Highlight the “why” behind the work. Share stories or examples of how your team’s contributions benefit customers, the community, or even other team members.]
3. Immeasurability - Employees need to gauge their progress without relying solely on subjective feedback. Clear metrics provide a sense of accomplishment and ownership. [Action Step: Work with your team to establish measurable goals and KPIs. Encourage self-assessment so employees can track their success independently.]

Protect Engagement Now With These Actions

Here are three critical strategies that, when combined with addressing anonymity, irrelevance, and immeasurability, can reignite that spark in your team:

1. Build a Culture of Recognition - Make your employees feel seen and valued. Recognition for unique contributions tackles anonymity head-on and motivates your team to stay engaged.
2. Invest in Employee Growth - Offering opportunities for skill development directly combats irrelevance. Employees who see a clear path forward in their careers know that their work—and their future—matters.
3. Prioritize Work-Life Balance - Immeasurability can lead to burnout if employees don’t have a way to balance their workload. Encouraging flexibility and time off helps employees remain fresh and productive.

Final Thoughts

Declining employee engagement is a growing problem that business leaders can no longer afford to ignore. But by addressing anonymity, irrelevance, and immeasurability, you can make a meaningful change. Pair these principles with consistent recognition, growth opportunities, and a focus on work-life balance, and you’ll create a workplace where people feel connected, motivated, and excited to show up every day.

Remember, engaged employees aren’t just a “nice-to-have.” They’re the foundation of your company’s success. Start making these changes today—you’ll see the difference sooner than you think.