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The Global Workforce is at a Tipping Point
According to Gallup’s State of the Global Workplace 2025 report, global employee engagement has dropped to 21% — its lowest point since the height of the COVID-19 crisis.
What’s more, whilst 62% are not engaged, 17% are actively disengaged (a two point increase on the previous year).
For employers already juggling talent shortages, inflationary pressure, and digital disruption, this isn’t just concerning. It’s existential.
Behind the numbers lies a story HR and TA leaders can’t afford to ignore — one of manager burnout, lost productivity, and missed opportunities.
Why Managers Are the Hidden Lever
The data is clear: 70% of team engagement is directly influenced by the manager. And yet, in 2024, manager engagement fell from 30% to 27% — with even sharper drops among younger (-5 pts) and female managers (-7 pts).
It’s no surprise. Post-pandemic turnover, shrinking teams, and rising demands have left managers without the tools — or the time — to lead effectively.
One manager quoted in the report put it bluntly:
“We should have a team of six. There’s only two of us. That’s very stressful.”
Engagement Drives Wellbeing – and Vice Versa
Gallup’s findings show a strong link between engagement at work and thriving in life. Only one-third of employees globally say they’re “thriving.” Among managers, that number is even lower — especially for those without development support.
It’s not just a wellbeing issue. It’s a productivity problem. Disengaged and burnt-out managers lead to:
- Higher turnover
- Missed goals
- Poor candidate experiences
- Declining employer brand perception
The Good News: Training Works
Here’s the silver lining: development pays off.
- Managers who receive basic training are 50% less likely to be actively disengaged.
- Coaching-based training leads to a 28% boost in performance.
- Ongoing support improves manager wellbeing by 32%.
Companies that get this right aren’t just keeping pace — they’re outperforming. Gallup’s “best-practice” organisations show engagement levels of 70%+, and their results speak for themselves.
What HR and TA Leaders Can Do Now
- Audit your manager development programs — are they reactive or proactive?
- Train first-line managers with real-world tools, not just theory.
- Coach for connection — not just compliance.
- Measure engagement regularly and link it to business metrics.
The bottom line? Your managers are your culture carriers. If they’re drowning, your entire organisation is at risk.
The Time to Act Is Now
As AI transforms the way we work, the human element becomes even more critical. Managers need to be equipped to lead through change, not left to figure it out alone.
The engagement crisis is real — but it’s also solvable. And it starts with investing in those who lead others.
