Employee Engagement In The Clothing Industry Statistics

33% of employees in retail say they’re not satisfied with their compensation [1]

28% of workers in garment manufacturing report being paid below living wage estimates [2]

59% of apparel workers say wage levels affect motivation/engagement [3]

63% of employees say benefits impact engagement [4]

30% of retail employees report that health insurance coverage is a concern [5]

28% of employees say pay and benefits are the main reason they would leave [6]

31% of employees say benefits are inadequate compared to workload [7]

28% of garment workers report pay-related discrimination [8]

38% of employees say they would be more engaged with better benefits flexibility [9]

26% of apparel workers report wage theft [10]

62% of employees say benefits such as leave and health improve engagement [5]

42% of garment workers report being paid late at least sometimes [8]

51% of employees say they feel their performance is linked to pay incentives [11]

28% of retail employees say incentives don’t reflect effort [11]

28% of retail employees say benefits are not competitive [9]

32% of employees say pay is not fair [12]

30% of retail employees say they lack access to employee discounts/incentives [13]

52% of employees say incentives improve performance when they are transparent [11]

57% of apparel retailers say employee engagement is a key driver of business performance [14]

52% of retail leaders say employee engagement affects customer loyalty [15]

71% of employees would recommend their workplace if they were engaged [16]

20% increase in engagement improves sales performance in retail according to Gallup meta-analysis [16]

53% of retail leaders rate employee engagement as “very important” for store performance [17]

33% of retail workers report that engagement drives customer satisfaction [18]

52% of employees say they’re more motivated when they see how their work impacts customers [19]

46% of retailers say engagement affects productivity [17]

57% of retailers report customer experience is tied to employee engagement [20]

45% of retail employees say engagement affects customer loyalty directly [15]

63% of employees say engagement improves customer experience when staff have training [21]

70% of employees in the retail sector in the U.S. report being engaged at work [22]

64% of retail employees report low morale during peak seasons [21]

55% of employees report that they feel valued by their team [23]

38% of retail employees say their job offers meaningful work [24]

56% of employees say they would be more engaged if their work was connected to a purpose [25]

62% of employees say they would work harder if they felt their contributions mattered [19]

66% of employees say they are engaged when they have autonomy [26]

70% of employees say they have a clear understanding of their job responsibilities [27]

21% of employees report being engaged in their job [16]

49% of retail employees say they are not empowered to solve customer problems [28]

33% of apparel employees report lack of autonomy at work [29]

68% of employees say they are engaged when they can influence their work processes [30]

57% of retail employees say their work is meaningful to them personally [24]

50% of employees say they have opportunities to use their skills at work [16]

56% of retail employees say they are satisfied with team support [23]

48% of retail employees say they’re not proud of the brand they work for [31]

41% of retail employees say they’re not empowered to solve problems [28]

46% of employees say they are more engaged when they understand how their role contributes to outcomes [27]

90% of employees report they would work harder if their employer recognized their efforts [32]

49% of retail employees say communication from managers is poor [33]

76% of employees say recognition is important for engagement [34]

80% of employees are more likely to stay when they feel recognized [35]

61% of employees say a strong workplace culture increases engagement [36]

74% of employees say they would engage more if management communicated regularly [37]

50% of retail employees report that recognition comes too rarely [38]

47% of employees say they have no voice in workplace decisions [30]

60% of employees say employee engagement is affected by fairness at work [39]

53% of retail employees cite lack of recognition as a reason for disengagement [40]

55% of employees say recognition programs improve morale [41]

52% of employees report their company’s values guide daily decisions [42]

26% of employees say they don’t feel the company is transparent [43]

62% of employees report that recognition increases their willingness to help colleagues [44]

71% of employees believe recognition is important for culture [45]

46% of employees say communication failures reduce engagement [46]

30% of employees in apparel report weak team cohesion [47]

59% of employees say teamwork affects engagement [16]

73% of employees say opportunities to celebrate wins increase engagement [48]

36% of retail employees say they feel disconnected from company strategy [49]

49% of retail workers report not feeling respected by management [50]

50% of employees say team members help each other [50]

52% of employees say an effective recognition system improves performance [51]

63% of employees say they are engaged when they have fair treatment at work [39]

41% of retail employees say they don’t receive recognition in a timely way [38]

52% of employees say engagement improves when there are opportunities to collaborate [20]

47% of employees say they would work longer hours if recognized appropriately [31]

35% of retail employees report no employee voice channels [30]

44% of employees say their organization’s values are unclear [42]

61% of retail employees report engagement improves with recognition from peers [52]

55% of employees say they are more engaged when leaders model desired behaviors [53]

63% of employees say they are engaged when they have opportunities to give feedback upward [30]

71% of employees say engagement increases when companies show appreciation [54]

48% of employees say they feel safe to speak up at work [55]

46% of employees say their workplace has recognition programs [31]

52% of employees say recognition improves satisfaction with work [38]

48% of employees say manager communication is adequate [37]

63% of employees say recognition strengthens culture and values [56]

34% of retail employees say they are not recognized for extra effort [31]

56% of employees say they are engaged when there is meaningful communication during change [57]

61% of employees say recognition increases motivation to stay longer [58]

44% of employees say they want more involvement in decisions [30]

50% of employees report feeling motivated by team recognition [52]

60% of retail employees say they want more training to be successful [59]

35% of apparel industry employees report lack of advancement opportunities [29]

68% of employees feel engaged when managers set clear goals [16]

58% of retailers say training is a priority for retention [60]

46% of employees say they trust their senior leaders [61]

48% of employees say onboarding affects whether they stay [62]

67% of employees say training increases engagement [63]

52% of retail employees say they receive insufficient feedback [64]

36% of employees in retail are not satisfied with learning and development [65]

27% of garment workers say supervisors are unfair [66]

69% of employees with strong manager relationships report being engaged [50]

58% of employees are more likely to stay when they have career opportunities [67]

64% of employees feel more engaged when leaders communicate company strategy clearly [68]

45% of apparel employees say they are not involved in goal-setting [16]

54% of employees say manager support affects engagement [69]

35% of retail employees report that internal career paths are unclear [70]

42% of retail employees say they rarely receive constructive feedback [16]

60% of employees report being more engaged with regular one-on-ones with managers [71]

48% of employees say “lack of leadership” drives disengagement [72]

45% of employees say they are more engaged when they feel their manager cares about them [73]

37% of apparel employees say they don’t have adequate safety training [74]

65% of employees say engagement improves when there are opportunities to learn [75]

34% of employees say their store manager doesn’t set expectations clearly [50]

60% of retail employees say they have no access to learning resources [76]

43% of employees say they would stay if they had a better manager [55]

61% of employees say career training increases engagement and retention [77]

44% of employees say they don’t understand how performance is measured [16]

48% of employees say they trust their immediate supervisor [19]

55% of employees say feedback increases engagement [64]

41% of apparel store employees say they don’t have a clear career path [67]

63% of employees say training reduces stress and increases engagement [21]

53% of retail employees say they’d stay longer with better manager coaching [64]

60% of employees say they’re engaged when expectations are clear and consistent [27]

37% of employees say they lack access to mentoring [78]

58% of retail employees say they receive adequate training [79]

33% of employees say they would engage more with career development plans [80]

60% of employees say leadership presence at store floor improves engagement [21]

67% of employees say they would stay longer with continuous feedback [64]

55% of apparel employees say learning opportunities increase commitment [65]

60% of employees say engagement is linked to effective onboarding [62]

27% of workers say their manager doesn’t listen to concerns [64]

31% of retail employees say they are unclear about company goals [49]

52% of employees say manager coaching improves their engagement [64]

28% of garment workers report no emergency procedures training [74]

72% of apparel workers say stress affects their performance [81]

41% of retail workers have experienced schedule changes at short notice [82]

44% of frontline retail employees say they don’t have enough time for breaks [83]

23% of apparel workers report experiencing harassment at work [84]

37% of retail employees plan to leave within a year [85]

29% of apparel retail workers report high burnout [86]

62% of retail employees want flexible schedules [87]

45% of retail employees report they are not satisfied with scheduling fairness [88]

26% of garment workers report no access to grievance mechanisms [66]

32% of apparel employees say they lack the tools/equipment needed to do their job well [89]

34% of workers in global garment supply chains report forced overtime [90]

39% of retail workers report feeling physically exhausted due to work demands [91]

31% of retail workers say they don’t feel supported during busy periods [20]

42% of retail employees say their workplace is unsafe [92]

25% of apparel manufacturers report turnover rates above 30% annually [93]

58% of retailers experienced higher absenteeism when engagement was low [94]

41% of apparel workers report workweek beyond 48 hours [95]

46% of retail employees feel their job is physically demanding [96]

29% of workers in the garment industry report lacking adequate rest days [97]

38% of retail employees say they don’t feel respected by customers [98]

57% of retailers report difficulty retaining store associates [99]

44% of retail workers report having insufficient staffing [95]

39% of retail employees say they don’t have the information they need to do their jobs [100]

24% of retail workers report being burned out due to workload [101]

40% of employees say they’d be more engaged with better scheduling practices [82]

55% of apparel retailers say staff shortages harm customer service [102]

27% of garment workers report being subject to disciplinary fines [103]

33% of employees say they don’t have access to mental health support [104]

41% of retail employees say they have been asked to work without adequate breaks [105]

22% of employees in garment production report being unable to take leave they are entitled to [90]

29% of apparel workers report job insecurity [106]

37% of employees report that safety practices are inconsistent [107]

58% of apparel retailers say they struggle to maintain engagement during turnover cycles [108]

30% of workers in garment industry report excessive overtime as common [90]

45% of retail employees say they feel burnout due to emotional labor with customers [101]

27% of workers report being disciplined without due process [109]

39% of apparel employees report dissatisfaction with work-life balance [87]

29% of apparel workers report not having adequate PPE [107]

34% of retail employees say the job is unpredictable week-to-week [82]

33% of retail employees report lack of job security [106]

46% of retail employees say they don’t have enough staff to meet customer demand [82]

35% of apparel employees report high turnover intent [85]

62% of employees report engagement declines during organizational change [57]

30% of garment workers report being unable to refuse overtime [90]

54% of retail employees say they feel respected by customers [98]

40% of employees say they lack the tools to do their job effectively [107]

44% of retail employees report low engagement affecting productivity [94]

31% of apparel workers report discrimination [109]

36% of garment workers report being subjected to retaliation for grievances [84]

29% of retail employees say work schedule predictability is low [82]

54% of employees say they can take breaks when needed [105]

27% of garment workers report injuries due to unsafe conditions [95]

38% of retail employees report physical injury risk in the workplace [107]

49% of employees say they’re more engaged when they feel safe psychologically [110]

45% of apparel workers report job fatigue impacts engagement [86]

39% of retail employees say they have inadequate staffing leading to longer shifts [82]