Employee Engagement In The Accessories Industry Statistics

Actively disengaged employees are 18% more likely to be absent (odds ratio) than engaged employees [1]

Employees in engaged workplaces are 23% more likely to be customers (customers advocate score) than those not engaged [2]

Companies with high engagement have 20% higher sales per employee [1]

High engagement predicts 10% higher customer ratings [2]

Gallup meta-analysis finds teams with stronger engagement show 21% higher profitability [3]

47% of employees say they are more likely to recommend their company when engagement is high [2]

69% of employees would take action to improve customer experience [4]

60% of employees say they would work harder if they felt their work contributed to company goals [5]

47% of employees say strategic alignment increases their motivation [6]

65% of employees say they are more productive when they have clarity on priorities [7]

30% of engaged employees report improved performance [2]

42% of employees say engagement affects their productivity directly [4]

41% of employees say engagement affects their quality of work [8]

53% of engaged employees report higher innovation [9]

65% of employees say their engagement improves collaboration [2]

36% of employees say engagement reduces errors [2]

55% of employees say engagement helps them serve customers better [2]

49% of employees say engagement affects customer experience [2]

28% of engaged employees report lower incidents of safety issues (safety participation link) [1]

59% of employees say they are willing to put in extra effort when they feel engaged [10]

67% of employees worldwide are not engaged or actively disengaged [1]

33% of employees are engaged, 51% are not engaged, and 16% are actively disengaged (U.S. 2022 Gallup) [4]

53% of employees say they would work harder if they felt more appreciated [11]

78% of employees who quit say recognition was important but not provided enough [12]

Recognition improves employee engagement, with 63% of employees saying they would work harder if recognized more often [13]

38% of employees say they rarely or never get recognition for their work [14]

79% of workers who received recognition in the past week say they are engaged [13]

65% of employees consider recognition an important part of engagement [15]

33% of employees say rewards are not aligned with performance [16]

52% of employees say they would stay longer if their manager recognized their work [17]

59% of employees say they feel more motivated after being recognized [17]

42% of employees say pay is the most important driver of engagement [18]

55% of employees say a lack of recognition is the reason they feel disengaged [19]

73% of employees cite recognition as important to motivation (workplace culture driver) [17]

54% of employees report feeling disengaged due to lack of recognition [14]

55% of employees say they don’t get enough recognition in their job [11]

50% of employees would like more recognition and feedback [20]

46% of employees say they don’t feel valued by leadership [21]

67% of employees say they feel their work is recognized when compensation is fair [22]

39% of employees say they have been recognized at least once in the past month [17]

20% of employees say they never receive recognition [12]

73% of employees say that recognition increases engagement (survey figure) [17]

46% of employees say benefits improve engagement [23]

44% of employees say recognition influences their effort the most [11]

55% of employees say they would work harder if their employer offered better benefits [22]

62% of employees say their company benefits help them feel supported [23]

“Disengaged employees” are 37% more likely to look for a new job [1]

Engaged employees are 87% less likely to leave their jobs [1]

Actively disengaged employees are 2.6x more likely to seek a new job than engaged employees [1]

51% of employees say they would consider leaving if they did not feel engaged [24]

45% of employees say flexibility helps retention [25]

33% of employees say they would switch jobs for better work-life balance [26]

25% of employees list work-life balance as a top reason for leaving [27]

37% of employees say they left a job due to management issues [28]

22% of employees intend to leave their jobs within a year (global survey) [29]

43% of employees are likely to leave within 2 years if engagement is low [22]

48% of employees say they have considered switching jobs in the past year [30]

53% of employees say they would stay longer if they felt connected to others at work [31]

65% of engaged employees say they are willing to stay with their organization [32]

32% of employees say they don’t see a future at their organization [1]

52% of employees say that improved benefits would make them stay [22]

29% of employees say they are likely to leave for better benefits [33]

35% of employees report that flexible scheduling increases retention [34]

43% of employees say flexible work is a key factor in staying with a company [35]

47% of employees say they feel more engaged when they can work remotely (hybrid effect) [35]

31% of employees say remote work increases engagement [25]

26% of employees say they would accept lower pay for better work-life balance [36]

74% of employees say inclusive culture improves retention [37]

30-50% of employee turnover happens within the first 12 months (onboarding-related) [38]

28% of employees report “lack of growth” as top reason for leaving [39]

54% of employees would stay longer at a company if it invested in training and development [40]

94% of employees say they would stay longer with a company that supports their career development [41]

73% of employees say training and development opportunities would make them stay longer [42]

84% of employees who are dissatisfied with their manager are likely to quit [43]

36% of employees leave due to manager-related reasons [44]

50% of employees are more likely to perform when their manager communicates expectations clearly [45]

76% of employees who have a great manager believe they are thriving at work [46]

70% of the variance in engagement can be explained by leadership (meta-analysis result attributed to Gallup) [47]

41% of employees feel their company does not provide training to improve performance [48]

61% of employees say learning and development opportunities make them feel engaged [49]

76% of employees say they would consider leaving if learning and development was not available [50]

44% of employees say they do not feel they have access to coaching [51]

58% of managers spend too little time coaching (time allocation deficit) [52]

39% of employees say feedback is infrequent [53]

69% of employees want more frequent feedback [54]

28% of employees say they have a disengaged manager (manager-effect statement) [55]

71% of employees say they are more engaged when leaders show they care [56]

45% of employees are engaged in workplaces with strong manager support [57]

57% of employees say their manager’s behavior impacts their engagement significantly [4]

80% of employees believe leadership communication affects engagement [58]

48% of employees say they trust leadership more when leaders share progress updates [59]

60% of employees say they are more engaged when they receive training on inclusive behaviors [60]

65% of employees say leadership training improves engagement [61]

40% of employees say they don’t have enough training for their current role [62]

41% of workers say they need reskilling/upskilling to stay employable [63]

54% of employers plan to offer training to meet future skills needs (Global) [63]

84% of employees say they would stay longer at a company that invests in their learning [64]

70% of employees say career development opportunities are important to engagement [65]

59% of employees say a mentoring program helps retention [66]

48% of employees say they want stronger onboarding to be engaged [67]

82% of companies say onboarding is critical to success (survey) [68]

52% of employees report their onboarding needs improvement [67]

35% of employees say “lack of career development” is a reason they are disengaged [69]

26% of employees say they are disengaged because they don’t get feedback [53]

50% of employees say they would take on more responsibilities if they felt supported by leadership [70]

56% of employees say manager support improves engagement [57]

72% of employees say managers should be role models to drive engagement [71]

46% of employees say leadership in their organization does not inspire confidence [72]

87% of employees say they are more productive when they feel respected [73]

50% of employees say they feel burnout due to workload [4]

21% of employees strongly agree that they have appropriate resources to do their work (Gallup meta measure) [74]

61% of employees say they have been asked to do too much work [75]

27% of employees report high stress at work [76]

41% of employees report low morale [77]

40% of employees say their job is not meaningful [78]

62% of employees feel they have a positive work environment when engagement is high [79]

35% of employees feel they can’t speak up at work [80]

48% of employees feel they lack growth opportunities [79]

56% of employees say they would be more engaged if leadership communicated goals clearly [59]

63% of employees want their company to offer more flexibility [35]

58% of employees say flexibility improves engagement [35]

68% of employees say wellbeing initiatives make them more engaged [81]

52% of employees report they are engaged when workloads are manageable [82]

44% of employees say communication is poor at their organization [83]

49% of employees say they are not clear on their role responsibilities [84]

56% of employees say they are motivated by company mission when communicated effectively [85]

64% of employees say they feel more engaged when managers help them prioritize [86]

60% of employees say they would be more engaged if they had better tools [87]

45% of employees say they don’t have the resources needed to do their job well [74]

60% of employees say they care about customer impact when the work is meaningful [6]

34% of employees say their work is not aligned to company strategy [59]

49% of HR leaders say employee engagement is a top priority [88]

58% of employees say they feel engaged when they have autonomy [7]

70% of employees want more autonomy to be engaged [89]

66% of employees say they would be more engaged if they could choose how they do their work [90]

52% of employees say they are engaged when they can influence decisions [91]

34% of employees report they are not involved in decisions that affect them [92]

39% of employees are considering leaving their job due to burnout [93]

28% report burnout always or very often [75]

57% of employees say improving internal communication would increase engagement [94]

41% of employees say internal communication in their organization is poor [94]

46% of employees say they would be happier if leadership acted on feedback [95]

74% of employees believe companies should respond to survey results [96]

58% of employees say they would be more engaged if they felt their work makes a difference [5]

77% of employees say meaningful work is important [5]

36% of employees say they feel disengaged due to unfair treatment [97]

47% of employees report inequity impacts engagement [98]

62% of employees say feeling respected improves engagement [73]

53% of employees say they receive inadequate information about organizational changes [59]

46% of employees report that role expectations are unclear [4]

56% of employees say goal clarity increases engagement [2]

41% of employees say they work in teams with a clear purpose [2]

73% of employees say they feel their opinions matter [35]

64% of employees say their company offers wellbeing support [81]

28% of employees say their company does not measure engagement [99]

33% of employees report that engagement initiatives are not visible [100]

55% of employees say they would be more engaged if engagement survey results were shared and acted on [101]

63% of employees say they want ongoing engagement measurement rather than annual surveys [102]

48% of employees say “pulse surveys” improve engagement by enabling action [103]

51% of employees say listening to employees helps improve engagement [35]

72% of employees say their company should use employee feedback to improve culture [1]

58% of HR leaders say engagement is measured using surveys [104]

41% of employees say they do not believe engagement surveys lead to meaningful change [105]

64% of employees say they would trust leadership more if leadership shared what it will do with feedback [105]

57% of employees say they are engaged when they have work-life balance [78]

33% of employees report feeling valued when work-life balance is supported [73]

61% of employees say they feel included at work when culture supports diversity [106]

56% of employees say diversity and inclusion improve engagement [107]

39% of employees say they have witnessed bias at work [108]

44% of employees say bias reduces engagement [109]

60% of employees say they want a better work environment to improve engagement [79]

33% of employees say they would stay longer if leaders listened to their ideas [110]

42% of employees say they feel more engaged when they participate in decision-making [91]

38% of employees say they feel micromanaged [111]

41% of employees say micromanagement reduces engagement [112]

58% of employees report that having a clear line of sight from actions to outcomes increases engagement [2]

54% of employees say they are engaged when goals are specific [2]