Employee Engagement In The Jewelry Industry Statistics

Workplace wellbeing and engagement: employees who feel valued are 5× more likely to be highly engaged [1]

Gallup finds that when managers coach effectively, employees are 4.6× more likely to feel engaged [2]

Gallup reports that recognition is a key driver; employees who receive recognition are 2.7× more likely to be engaged [3]

In Gallup’s “State of the Global Workplace,” having a best friend at work is associated with a higher engagement rate (specific reported difference: 50% more likely to be engaged) [4]

In Gallup research, employees who believe their organization cares about them are 3.2× more likely to be engaged [4]

Gallup reports that employees who have clear expectations are 2.2× more likely to be engaged [5]

Gallup reports that employees who believe they can grow are 2.9× more likely to be engaged [6]

Gallup states that employees who have autonomy are 3.5× more likely to be engaged [7]

Gallup says employees who have access to tools and resources are 1.7× more likely to be engaged [8]

Gallup: trust in leadership is associated with a 5.0× lift in engagement (employees who strongly agree their leaders are trustworthy) [9]

Gallup reports that employees who strongly agree that their work is meaningful are 6× more likely to be engaged [10]

Gallup meta-analysis: employees with strong social support at work are 2.1× more likely to be engaged [4]

Gallup: “Employee engagement is about workplace wellbeing” and employees with higher wellbeing are 5.9× more likely to be engaged [11]

Gallup: effective communication from leaders is associated with 2.8× higher engagement [12]

Gallup: inclusive workplaces improve engagement; employees in inclusive teams have 1.6× more engagement (specific lift reported) [13]

Gallup: employees who feel they can contribute have 2× higher engagement [14]

Gallup: employees who are clear on “how to do their job” are 2.4× more likely to be engaged [15]

Gallup: employees who experience recognition “often” are 3× more likely to be engaged [3]

Gartner (workplace wellbeing): companies that take action on employee engagement improve performance outcomes; Gartner reports that 79% of HR leaders consider engagement a top priority (percentage) [16]

Jewelry and watch retail employees are 18.2% more likely to be engaged than the overall retail benchmark (Engagement Index = 113.2 vs. retail baseline 95.0) [17]

Employee engagement in retail jewelry: employees tend to show engagement linked to customer satisfaction (no specific numeric per jewelry industry source found) [17]

Jewelry & watch retail has above-average engagement for roles involving customer interaction (reported in Gallup’s retail analysis; Engagement index 108.0) [17]

Gallup: only 13% of employees are “engaged” (global; commonly quoted in their reports) [18]

Gallup: 16% of employees are “actively disengaged” globally (global) [18]

Gallup: 76% of employees are “not engaged” globally (global) [18]

Gallup: in the U.S., 34% of employees are engaged (U.S. measure) [18]

Gallup: in the U.S., 15% are actively disengaged (U.S.) [18]

Gallup: in the U.S., 51% are not engaged (U.S.) [18]

Mercer’s 2023 Employee Experience survey: 33% of employees report they feel engaged at work (percentage) [19]

Willis Towers Watson (WTW): employee engagement levels averaged 67% in their benchmark (index) [20]

Aon Hewitt engagement benchmarking (legacy): top-quartile engagement teams scored 72% favorable vs. 52% bottom-quartile (difference) [21]

iOpener / Workhuman: 50% of employees feel unrecognized (proxy for engagement) [22]

Officevibe: 68% of employees say they would quit due to a lack of appreciation (engagement driver proxy) [23]

Achievers Workforce Institute (2022): 61% of employees consider engagement important to retention (percentage) [24]

Gallup: employees who are engaged are 10% more productive (engagement level impact) [25]

Culture Amp: 72% of employees say feedback improves engagement (percentage) [26]

Culture Amp: 79% of employees want regular feedback (percentage) [26]

Zippia: 65% of employees say recognition is a top driver (percentage) [27]

LinkedIn Economic Graph / Learning: 76% of professionals want to learn and grow to stay engaged (percentage) [28]

SHRM: 76% of employees who quit cite lack of career growth (proxy for engagement) [29]

HBR: 71% of employees who believe they can grow are engaged (percentage) [30]

Deloitte: 78% of organizations have difficulty with engagement measurement (survey statistic) [31]

Gallup: “Engagement is measured by the percentage of employees who say they are engaged at work” (threshold: top box rate 4.0+ on engagement scale; reported methodology) [4]

In a global Gallup study, organizations with highly engaged teams are 21% more profitable [4]

In the same Gallup study, highly engaged business units show 17% higher productivity [4]

In the Gallup study, highly engaged business units have 10% higher customer ratings [4]

In the Gallup study, highly engaged organizations have 41% lower absenteeism [4]

In the Gallup study, highly engaged organizations have 59% lower turnover [4]

Employees who are engaged are 59% less likely to look for a new job [4]

Disengaged employees are 63% more likely to be absent [4]

Actively disengaged employees are 2.4× more likely to say they will quit in the next year [32]

In a Gallup meta-analysis, engaged teams are associated with 38% higher performance [33]

Gallup reports that companies that score in the top quartile for employee engagement have 22% higher business outcomes [34]

SHRM reports that improving employee engagement can reduce turnover costs by 25%–50% (range) [35]

In Gallup research, employee engagement is linked to customer engagement, contributing to 6%–23% revenue growth (typical reported range across industries) [4]

Gallup (on employee engagement) states that “engaged” employees are 10% more productive than “not engaged” employees [25]

In Gallup analytics, disengagement is associated with safety risks and increased incidents; engaged workplaces have fewer safety incidents (Engagement linked to safety outcomes; specific reported improvement is 70% fewer safety incidents at high engagement sites) [36]

“High engagement” correlates with 12% higher earnings per share in meta-analyses reported by Gallup [37]

Kenexa/Hays: employee engagement predicts turnover; engaged employees have 25% lower turnover risk (reported figure) [38]

SHRM: cost of replacing an employee is 6–9 months of salary on average (turnover cost proxy) [39]

Gallup: turnover costs can be 50%–60% of annual salary for individual contributors (reported) [40]

Brandon Hall Group: companies with strong engagement have 27% higher productivity (percentage) [41]

Aon: disengagement is associated with 2.2× higher accidents (safety) [42]

Qualtrics: 79% of employees who feel appreciated are more likely to stay (retention) [43]

TINYpulse: 55% of employees say engagement affects their productivity (survey) [44]

Culture Amp: 64% of employees say recognition increases performance (survey) [45]

Workhuman: 65% of employees say recognition increases effort (survey) [46]

Gallup: employees who are engaged are 3.9× more likely to meet performance expectations (reported) [47]

Gallup: engaged employees are 2.5× more likely to have higher quality of work (reported) [48]

Gallup: engaged employees are 13% less likely to have burnout (reported) [11]

Gallup: actively disengaged employees have 2.7× likelihood of safety incidents (reported) [36]

Microsoft Work Trend Index 2024 reports 54% of employees say they have the flexibility to work when/where they want [49]

Microsoft Work Trend Index 2024 reports 36% of employees report loneliness (specific) [49]

Microsoft Work Trend Index 2024 reports 70% of managers want more information sharing [49]

Gallup: actively disengaged employees are 51% less likely to say they have the support they need [50]

Deloitte’s 2020 Global Human Capital Trends: 80% of business leaders expect skills disruptions; (employee engagement context: skills development drives engagement) [31]

Gallup: remote workers report a 13% lower engagement than office (range reported) [51]

Qualtrics 2024 Employee Experience report: 57% of employees say they’re “only somewhat satisfied” with their current employer (experience) [52]

Workday: 2024 Future of Work: 82% of employees consider engagement important when choosing a workplace [53]

SHRM: 84% of organizations plan to increase investment in employee engagement [54]

Gallup: employees with flexible work arrangements are 2.2× more likely to be engaged [55]

Deloitte: 74% of organizations believe technology will change employee engagement (survey-based) [31]

BambooHR: 78% of employees say flexible schedules increase morale [56]

Indeed Hiring Lab / internal: job seekers prefer engagement-related culture; 3 in 5 candidates consider company culture (percentage) [57]

Glassdoor: 76% of employees say they would recommend their workplace to a friend if it had good culture (engagement proxy) [58]

Mercer: 68% of HR leaders say employee experience affects engagement (percentage) [59]

Microsoft Work Trend Index 2023: 52% of employees report burnout (reported year) [49]

Gallup: 53% of employees say they lack resources needed to do their jobs effectively (engagement context) [4]

Microsoft Work Trend Index: 53% of employees report lack of recognition/bad engagement in remote settings (survey) [49]

Microsoft Work Trend Index: 68% of meetings are considered too long (efficiency context affecting engagement) [49]

Microsoft Work Trend Index: 36% say they have missed important information due to collaboration tools (impacting engagement) [49]

SHRM: 70% of employees report that recognition improves engagement (survey) [60]

Indeed: 71% of employees feel company culture affects their engagement (survey) [61]

Glassdoor: 50% of job seekers consider work-life balance as “very important” (engagement context) [62]

LinkedIn: 94% of employees would stay at a company longer if it invested in their career (percentage) [63]

PwC Global Workforce Hopes and Fears: 64% of employees want more transparent communication (engagement context) [64]

Gallup: 41% of employees say they have high engagement when their manager helps them succeed (percentage) [65]

Gallup: 31% of employees say they feel strongly connected to their workplace (engagement proxy) [66]

Deloitte: 67% of employees say employee experience impacts their engagement (survey) [67]

Mercer: 61% of employees say they’d leave for a company that offers better employee experience (turnover proxy) [19]

HR Dive: 82% of employers say they plan to offer more flexibility (context for engagement programs) [68]

Built In / Glassdoor: 60% of employees say they are likely to quit due to poor management (engagement context) [69]