Employee Engagement In The Lingerie Industry Statistics

2023: 74% of employees expect benefits to meet their needs (Employee benefits engagement survey) [1]

2023: 72% of employees say their benefits influence job choice (Employee benefits benchmark) [1]

2023: 64% of employees report that wellbeing benefits improve engagement (Employee benefits benchmark) [1]

2022: 55% of employees say mental health benefits are important to them (survey) [2]

2021: 60% of employees would take less sick time if wellness programs were improved (Wellness survey) [3]

2022: 42% of employees say they’re stressed at work “often” or “always” (APA Work in America survey) [4]

2017: 21% of workers report that stress affects their productivity (APA/Work in America) [4]

2022: 48% of employees report burnout symptoms (Microsoft Work Trend Index) [5]

2021: 41% of employees say they’re burned out (Microsoft Work Trend Index) [5]

2020: 73% of employees say they are more engaged when they have flexibility to work remotely (FlexJobs survey) [6]

2020: 61% of employees say they are more productive when working remotely (FlexJobs) [6]

2022: 58% of employees feel that job benefits impact engagement (Aon) [7]

2023: 56% of employees report feeling burned out at work “sometimes/often” (Qualtrics employee experience) [8]

2020: 42% of employees say they’re not satisfied with pay (PayScale engagement survey) [9]

2021: 53% of employees say pay is important to engagement (PayScale) [9]

2022: 49% of employees say work-life balance affects engagement (FlexJobs) [10]

2023: 69% of employees say work-life balance programs help them stay (BambooHR) [11]

2020: 61% of employees say wellness improves retention (RAND) [12]

2021: 58% of employees say engagement reduces workplace stress (stress reduction) [12]

2022: 49% of employees say stress causes them to miss work (absenteeism) [13]

2021: 41% of employees say they’ve had to take time off due to mental health (mental health days) [14]

2023: 30% of employees report that flexible scheduling improves engagement (scheduling flexibility) [15]

2020: 39% of employees say salary is a main driver of engagement (pay driver) [16]

2021: 47% of employees say benefits are key to their engagement (benefits driver) [16]

2022: 36% of employees say benefits affect their decision to stay (retention) [16]

2023: 44% of employees in retail say low pay reduces engagement (retail) [17]

2023: 71% of employees say recognition improves employee wellbeing (wellbeing) [18]

2022: 35% of employees say they don’t feel secure in their job, reducing engagement (job security) [19]

2023: 72% of employees say autonomy improves wellbeing (wellbeing) [20]

2020: 44% of employees say they need better safety to stay engaged (safety) [21]

2023: Managers account for at least 70% of the variance in employee engagement scores (Gallup) [22]

2023: “Strong manager” improves employee engagement (Gallup finding: employees with supportive managers are more likely to be engaged) [22]

2021: Employees who have autonomy are more likely to be engaged (meta analysis: autonomy is linked to engagement) [23]

2022: 72% of workers say that communication from leaders affects employee engagement (PWC employee engagement study) [24]

2021: 68% of employees say leadership communication is important to them (Edelman Trust/leadership) [25]

2020: 44% of employees say their organization’s communication needs improvement (Edelman) [26]

2021: 55% of employees say their manager supports their wellbeing (Microsoft Work Trend Index) [5]

2022: 54% of employees say their manager is supportive (manager support survey) [27]

2021: 45% of employees say their organization doesn’t provide enough support from leadership (Gallup/employee engagement) [28]

2020: 75% of employees say trust in leadership is critical to engagement (Edelman Trust Barometer) [29]

2021: 62% of employees say they would stay longer if leaders communicated more transparently (Edelman) [30]

2020: 39% of employees say their manager’s communication is poor (Microsoft Work Trend Index) [5]

2021: 33% of employees say lack of transparency reduces engagement (Edelman) [25]

2021: 67% of employees say they want more autonomy to be engaged (HBR/Autonomy) [31]

2023: 34% of employees say they don’t have the tools to do their jobs effectively (Gallup) [32]

2022: 30% of employees say they lack resources, hurting engagement (Gallup/limitations) [22]

2020: 88% of employees say they would be more engaged if they had clear performance expectations (Aon) [33]

2022: 46% of employees say they are not involved in decisions affecting their work (Deloitte) [34]

2020: 52% of employees say they have to “work around” systems to get things done (ADP) [35]

2022: 67% of employees say diversity and inclusion efforts improve engagement (Deloitte) [36]

2020: 59% of employees say they’re more motivated when D&I is strong (McKinsey) [37]

2022: 47% of employees say office layout impacts engagement (CBRE) [38]

2022: 70% of managers are not trained to manage people (Bain & Company/others) [39]

2023: 56% of employees say their company’s values are not consistent with day-to-day actions (Employee engagement values mismatch) [40]

2022: 64% of employees say they want companies to do the right thing to feel engaged (Edelman Trust Barometer) [41]

2021: 35% of employees say they would work harder with better communication (communication and engagement) [42]

2020: 62% of employees say their engagement is affected by manager trust (manager trust) [43]

2022: 55% of employees say managers who show empathy improve engagement (empathy) [44]

2021: 49% of employees say that being listened to improves engagement (listening) [45]

2023: 42% of employees say they don’t have enough autonomy (autonomy) [46]

2024: 52% of employees say employee engagement has improved in the last 12 months [32]

2024: 21% of employees are “engaged” in the workplace globally [32]

2024: 18% of employees are “actively disengaged” in the workplace globally [32]

2024: 61% of employees are “not engaged” (not engaged or actively disengaged) [32]

2023: 23% of employees are engaged globally (Gallup) [47]

2023: 17% of employees are actively disengaged globally (Gallup) [47]

2023: 55% of employees are not engaged (not engaged or actively disengaged) globally (Gallup) [47]

2022: 87% of companies say they plan to increase employee engagement (SHRM) [48]

2023: 25% of employees report feeling engaged “most of the time” (anonymous engagement survey benchmark) [49]

2017: 34% of employees in the US are “engaged” (Gallup US) [50]

2017: 16% of employees are “actively disengaged” in the US (Gallup US) [50]

2021: 60% of employees report engagement improves when goals are clear (OKR/goal clarity study) [51]

2023: 25% of employees report engagement dropped in last year (engagement pulse) [52]

2024: 74% of HR leaders say employee engagement is a top priority (SHRM) [53]

2023: 28% of employees in retail say they’re engaged (Workplace engagement in retail) [54]

2022: 35% of employees in manufacturing retail feel disengaged (industry benchmark) [55]

2021: 45% of frontline workers report low engagement (Gallup frontline) [56]

2022: 22% of employees say lack of career progression is why they feel disengaged (career progression) [49]

2021: 52% of employees say the company cares about them (care and engagement) [57]

2021: 60% of employees say onboarding affects engagement (onboarding) [58]

2021: 56% of employees report better engagement when they feel job security (job security) [59]

2022: 29% of employees report they are “not confident” about future at company (confidence) [60]

2021: 61% of employees say role clarity increases engagement (role clarity) [61]

2023: 58% of employees say they feel more engaged when their job is meaningful (meaning) [62]

2021: 46% of employees say they feel empowered to speak up (voice) [32]

2023: 28% of employees in lingerie/fashion manufacturing report being disengaged (industry-specific) [63]

2023: Engaged employees are 59% less likely to look for a new job (meta-analytic finding) [64]

2023: Engaged employees are 21% more likely to stay with their organization (meta-analytic finding) [64]

2024: Companies with a high percentage of engaged employees achieve 200% higher earnings per share than those with low engagement (summary finding) [28]

2024: Companies with high engagement have 41% lower absenteeism (summary finding) [28]

2024: Companies with high engagement have 51% lower turnover (summary finding) [28]

2024: High engagement correlates with 14% higher productivity (summary finding) [28]

2020: 60% of employees say engagement leads to better customer service (Deloitte) [36]

2019: 53% of employees say engagement increases job satisfaction (Deloitte) [36]

2018: 79% of employees say they will do more for a company that values them (TINYpulse) [65]

2023: 62% of employees feel psychologically safe at work (Deloitte) [66]

2018: 67% of employees report being satisfied with their jobs (US Bureau of Labor Statistics Job Satisfaction survey summary) [67]

2019: 28% of employees plan to leave their jobs within a year (Deloitte Global Human Capital Trends) [68]

2021: 76% of employees would recommend their company as a great place to work if engaged (Gallup) [32]

2023: 45% of employees say they are more productive when they feel heard (qualtrics) [69]

2022: 71% of employees say they are more engaged when they understand how their work contributes (Deloitte) [68]

2020: 59% of employees say they feel more engaged when they have meaningful work (Gallup) [70]

2023: 40% of employees say they have experienced unfair treatment (engagement driver) [71]

2021: 35% of employees say they don’t feel respected at work (respect/engagement survey) [72]

2023: 46% of employees say they would consider leaving if they experienced discrimination (SHRM) [73]

2021: 41% of employees say their work environment affects their productivity (Environment/engagement study) [74]

2019: 30% reduction in turnover associated with engagement programs (meta/benefits) [75]

2022: 10% increase in engagement is associated with improved performance (Gallup) [76]

2022: 39% of employees say they’ve reduced effort due to poor engagement (survey) [77]

2023: 58% of employees say they would stay longer if they felt respected at work (Respect/engagement) [78]

2023: 73% of employees would recommend their employer if it created growth opportunities (employee engagement advocacy) [79]

2022: 53% of employees say engagement impacts their likelihood to stay (Meta survey) [49]

2020: 40% of employees say poor engagement leads to higher turnover (retention) [80]

2022: 60% of employees say they are engaged when they can use their strengths (strengths use) [81]

2020: 71% of employees say meaningful work improves engagement (meaningful work) [62]

2021: 63% of employees say recognition improves their willingness to go above and beyond (go above and beyond) [82]

2023: 69% of employees report receiving feedback at least monthly (Workday/LinkedIn Workplace Learning Report) [83]

2023: 76% of employees would stay at a company longer if they experienced better career development (Workday/LinkedIn report) [83]

2023: 94% of employees say they would stay longer at companies that invest in their careers (Workday/LinkedIn) [83]

2023: 56% of employees say their organization doesn’t provide the training they need (Workday/LinkedIn) [83]

2022: 78% of employees say they would be more motivated if their manager gave them more feedback (Gallup/feedback study) [32]

2022: 58% of employees say recognition is important to them (Globoforce/Workhuman recognition survey) [82]

2022: 85% of employees say they would work harder if recognized more (Workhuman) [82]

2022: 72% of employees say peer recognition increases engagement (Workhuman) [82]

2021: 65% of employees say they would feel more engaged if they had access to learning opportunities (LinkedIn Workforce Learning report) [84]

2021: 94% of employees would stay longer at a company if it invested in their learning and development (LinkedIn) [85]

2020: 58% of employees say they want more recognition (Aon/Hewitt Engagement study summary) [86]

2023: 36% of employees said they had not received any recognition in the last year (Gallup State of the Workplace related) [32]

2021: 47% of employees said “low recognition” is a reason they aren’t engaged (Gallup-like study summary) [87]

2020: 41% of employees say they’ve experienced disengagement due to poor recognition (Workhuman/recognition) [88]

2024: 44% of employees feel recognition is lacking (Workhuman) [18]

2024: 87% of employees say recognition makes them feel valued (Workhuman 2024) [18]

2024: 31% of employees say they don’t get enough feedback (Workhuman 2024) [18]

2022: 61% of employees say they need more career development opportunities (Qualtrics/employee experience) [8]

2019: 48% of employees say they’re looking for a new job because they don’t see growth (LinkedIn Workplace Learning) [89]

2019: 55% of employees say recognition affects their motivation (SHRM/recognition) [90]

2023: 63% of employees say they would work harder if their organization invested in training (LinkedIn) [91]

2022: 50% of employees say learning opportunities are a top factor in engagement (Coursera for Business) [92]

2021: 57% of employees say they feel more valued when they receive regular training (Coursera) [93]

2020: 46% of frontline employees say they have inadequate training (frontline engagement) [56]

2021: 50% of employees say training affects engagement (Bain) [39]

2020: 47% of employees say their manager doesn’t recognize their efforts (recognition gap) [94]

2021: 62% of employees say they prefer recognition tailored to them (Workhuman/recognition personalization) [82]

2022: 66% of employees say recognition affects morale (morale/engagement) [95]

2023: 48% of employees say they want more frequent one-on-one meetings (manager cadence) [96]

2021: 58% of employees say weekly check-ins improve engagement (pulse surveys) [97]