Better Employee Engagement = Better Lives (Yes, Really)

The effect your organization has on its employees extends well beyond work. The 2024 Gallup State of the Global Workplace report found that employee engagement significantly impacts overall life experience.

When employees find their work—and their work relationships—meaningful, employment is associated with daily enjoyment and low levels of negative emotions. 88% of employees who are engaged at work are enjoying their lives overall, and 1/2 would describe themselves as thriving.

On the flip side, employee disengagement comes at a high cost. More than 50% of disengaged employees reported feeling stressed and worried, while around 1/3 felt anger, sadness, and loneliness on a regular basis.

Younger employees (those under 35) are especially likely to experience loneliness at work. While it might be tempting to chalk it up to typically generational differences, workers were actually more likely to report a positive outlook on their work life a decade ago. This is more than contrasting generational perspectives.

So what can employers do to promote engagement, support their employees, and boost the bottom line?

1. Provide Benefits that Meaningfully Promote Well-being

Making meaningful investments in employee wellness can go a long way toward preventing burnout and increasing employee engagement, which in turn will promote employee well-being. You want to promote resources that support mental and emotional health, as well as physical health.

2. Walk the Walk (Lead by Example)

Leadership is key to moving the needle on employee engagement. Adoption of wellness programs and benefits requires consistent modeling from leadership. According to the Harvard Business Review, “If the CEO makes time for exercise, for instance, employees will feel less self-conscious about taking a fitness break.”

The impact of leadership extends beyond employee engagement: The Gallup report found that managers had a significant impact on how employees experience an organization—for better or for worse.

3. Build Productive, High-Performing Teams

The biggest lever you have to affect employee engagement? According to Gallup, it’s building highly effective and productive teams. Invest in recruitment and training. Champion talent density. Reduce bureaucracy and roadblocks where possible. Give your employees the tools and the agency to accomplish great work and enjoy what they do.

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