Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
- Global employee engagement has dropped to 21%, revealing a deepening crisis in motivation and workplace connection.
- Manager engagement is falling fast, especially among young and female leaders, putting entire teams at risk of burnout.
- Amid rising stress and low life satisfaction, companies have a chance to reconnect with workers and rebuild trust.
There’s a quiet emergency unfolding in the workplace — and we’re not talking about ping pong tables, hybrid policies, or whether the office dress code includes Birkenstocks.
Gallup’s State of the Global Workplace 2025 report just landed, and it paints a stark picture: The global workforce is at a breaking point.
Engagement is declining.
Manager burnout is intensifying.
Well-being is slipping.
And the timing couldn’t be worse.
As AI barrels into every industry, reshaping tasks and rewriting workflows, we find ourselves at a critical fork in the road. Will we let disengagement metastasize, or can we architect a workplace built for resilience, human potential, and real connection?
Let’s dig into what this year’s report reveals — and more importantly, what it demands from leadership.
A Global Gut Check: Engagement Is Slipping, Again
The headline figure is hard to ignore: Only 21% of the global workforce is engaged in their work — down two percentage points from last year.
That drop might sound minor. It isn’t. It matches the decline seen during the height of COVID lockdowns in 2020. And we’re not in a pandemic anymore, at least not a viral one. This is something deeper, more insidious: a slow erosion of meaning, motivation, and momentum at work.
The cost?
Gallup estimates that disengagement led to $438 billion in lost productivity worldwide in 2024. That’s not just an HR issue — it’s a macroeconomic liability.
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The Managers Are Cracking First, And That’s Everyone’s Problem
The epicenter of this crisis isn’t the C-suite or the entry-level floor.
It’s middle management.
Manager engagement fell from 30% to 27%, with young (under 35) and female managers experiencing the sharpest declines (down 5 and 7 percentage points, respectively). These are the people expected to reconcile top-down business goals with bottom-up human needs — all while dealing with shrinking teams, shifting mandates, and a barrage of new tech tools.
The ripple effect is real. According to Gallup, 70% of a team’s engagement is attributable to the manager. So when managers falter, entire teams go dark. It’s a system failure.
Life Satisfaction Is Fading — and Work Is the Culprit
Beyond engagement, there’s a more human metric slipping, too: life satisfaction.
Gallup tracks this annually by asking workers to rate their lives on a “ladder of well-being.” In 2024, only 33% of global workers say they’re “thriving.” That number is down one point, continuing a two-year downward trend.
Once again, managers are faring the worst. Older and female managers saw the steepest declines. In regions like the U.S., Canada, Australia, and New Zealand (traditionally top-performing markets), satisfaction levels have plummeted due to rising stress, inflation, and eroded work-life boundaries.
The kicker? Engaged employees are significantly more likely to thrive in life. Disengagement is a workplace as much as it is a life problem.
The Stress Epidemic: The Numbers Behind the Numbness
Work has always been a source of stress. But what we’re seeing now is a kind of ambient burnout that’s becoming normalized.
- 40% of global workers reported experiencing stress “a lot of the previous day.”
- Among managers, that number jumps to 42%.
- For remote and hybrid workers, it’s even higher: 45%–46%.
Add to that 22% of workers reporting daily loneliness, 23% sadness, and 21% anger — and you’ve got a cocktail of emotional volatility that no productivity app is going to fix.
The Exit Warning: Workers Are Already Looking for the Door
If you’re thinking, “Well, at least they’re still showing up…” think again. Half the global workforce is already scanning the horizon for something new.
According to Gallup, 50% of workers worldwide are either watching for or actively seeking a new job. That number spikes to 58% for employees under 35 and 57% for remote workers, which are precisely the demographics shaping the future of work.
Over half of all workers under 35 and remote professionals are actively or passively seeking new jobs — a talent risk indicator.
This isn’t just quiet quitting. This is loud reconsideration. Workers aren’t just disengaged; they’re preparing their exit strategies. And when institutional knowledge walks out the door, it takes growth, culture, and continuity with it.
The Silver Lining (Yes, There Is One): A $9.6 Trillion Opportunity
Despite all the red flags, Gallup insists there’s hope — but only if we act decisively. If the global workplace were fully engaged, $9.6 trillion in productivity could be unlocked.
That’s nearly 9% of global GDP.
But reaching that kind of breakthrough requires something radical: rethinking the role of the manager.
Gallup offers a three-part prescription:
1.Train Every Manager
Basic role clarity reduces disengagement significantly. Yet only 44% of managers say they’ve received formal training.
2.Teach Coaching, Not Just Oversight
Managers trained in coaching techniques improve their performance by up to 28%, and their teams follow suit.
3.Invest in Manager Well-being
With development and support, thriving rates jump from 28% to 50% among managers. That kind of uplift changes cultures.
In other words: better managers = better teams = better business.
The Takeaway: AI Isn’t the Threat, But Leadership Apathy Is
While artificial intelligence looms as the most transformational force in modern work, this report makes one thing clear: technology is not the problem, disconnection is.
If AI is introduced into a disengaged culture, it will only deepen the divide. If it’s deployed within a connected, coached, and cared-for team, it becomes a multiplier of human potential.
So here’s the call to action: Don’t wait for AI to “fix” work. Don’t bet on a return to normal. This is normal, and it’s ours to redesign.
Let’s start with engagement.
Let’s start with managers.
Let’s start now.
